Am I experiencing an anti-trust violation? Google, Apple et al were fined $430 million dollars recently for, among other things, agreeing not to poach each other's employees. One illegal thing that happened: an internal recruiter was fired for poaching. Agreements against poaching limit employee mobility in the market - recruiters don't reach out to qualified candidates because of who they work for, harming their negotiating position. I work for a ~200k person firm which uses internal and external recruiters. I've talked to the three recruiting agencies I had standing relationships with. All three recruiters have declined to interview me for jobs I am qualified for because of my employer - one of them even asked for a "note from [my] manager" saying it was okay to hire me. Given that this is policy, every company that works with these recruiters is entering into an implicit agreement that limits job mobility. Rather than acting as information broker to improve functioning of the labor market, the recruiter functions as cartel of sorts, where employers band together to limit the ability of their employees to switch jobs to other employers in the cartel, thus damaging negotiating power and driving down wages. This seems to have de facto the same effect as Google et al's behavior. The difference is the recruiters are external and not internal, and the collusion is a "courtesy" that the recruiters pay to their client. Is this an anti-trust violation? Why or why not? Asking from the USA.
Short Answer It might or might not be an anti-trust violations depending upon the states where the employers and employee are located. But, as a practical matter, it is almost impossible for an employee to prove an anti-trust violation without an insider leaking a "smoking gun" document or a company admitting to improper conduct, before a lawsuit is filed. Long Answer There is considerable regional variation regarding the extent to which legal arrangements to limit employee mobility are legal. For example, historically, Massachusetts is notorious for enforcing such limitations strictly. In contrast, California is famous for refusing to enforce such restrictions. In general, the Northeast is strict, the West is lenient and other states are in between, but it is really a state by state issue. (Incidentally, weak non-competition laws have been empirically shown by economists to be better for the economy in the sector where they might be applied but are not applied.) Usually these legal restrictions on employee mobility are imposed unilaterally by the employer without conferring with competitors, and sometimes remedies for a violation of these non-competition arrangements are limited to the employee and not the hiring company (although this is hardly universal - the intentional interference with contract tort historically arose to punish companies that induced employees to violate non-competes and duties of loyalty of existing employees of the suing firm). The anti-trust dimension comes from the agreement between competitors to honor each other's non-competition agreements, which is meaningful because in the states where Apple and Google are headquartered, non-competition agreements are basically unenforceable so this collusion between competitors has an effect in excess of the default legal situation in the absence of collusion. If Apple and Google had instead both been based in Boston instead, where their non-competition agreements were enforceable against both the employee and the new employer as a default rule of law, their agreement would probably not have violated anti-trust laws because they would simply be agreeing to follow the generally applicable law that would apply in the absence of a collusive agreement anyway. Thus, without knowing the default rules of law in the relevant states, and without knowing if there was actually an actual agreement between the competitors, you can't sue for an anti-trust violation. One of the recent revolutions in federal civil procedure, the Twombly case, arose in an anti-trust situation and held that a complaint for an anti-trust violation is not sufficient unless the person bringing suit has actual knowledge of the existence of a collusive agreement between competitors and does not merely infer the existence of such an agreement from the facts and circumstances available to the general public. It is not permissible to sue first and then use subpoenas and other pre-trial discovery procedures to determine if there was actually an express collusive agreement between the competitors rather than having their behavior arise for other reasons (since under Econ 101 microeconomic principles, marketwide price fixing by all participants and completely non-collusive perfect competition are indistinguishable as they both produce a uniform price in the marketplace for a good or service). Since this information is usually impossible to obtain prior to brining suit without an insider who leaks a smoking gun document, as a practical matter, it is usually impossible for an individual employee to prevail in an anti-trust lawsuit alleging collusion between competing firms. Under federal anti-trust laws, circumstances that have the de facto identical results to illegal collusion between competitors, where this is not actually collusion, are usually not actionable (i.e. you can't prevail in a lawsuit based upon those claims).
&quot;Any perceived compliance or non-compliance of other developers’ apps does not have any bearing on the compliance of your own apps.&quot; Could this mean that Google Play's policies are applied differently for different developers or apps? No, it means that you can't break the rules even if others are breaking the rules or you think they are breaking the rules. I think it is worth noting that those apps are for the Indian market. I don't know which one you are in, but google will have different rules for different countries to comply with various regulatory requirements.
could they make a realistic claim that I had voluntarily terminated my contract before the year was over? The employer's act would forfeit its entitlement to reimbursement of bonus. The clause clearly indicates that the triggering event is termination, not the anticipatory notification thereof. Furthermore, the employer's act would be a breach of the [contract law] covenant of good faith and fair dealing. That would be in stark contrast with your compliance with, and/or kindness in, giving a two-week notice. The employer's termination of your employment seems improper in equity insofar as it was aware of your notice and thus took advantage thereof.
The question reads: I see an NDA as a pseudo-public document, something you need to read in detail before you acknowledge and opt-in to limit rights (discussion of topic/tech). Unfortunately for this view, the law normally sees an NDA as a private contract, except when it is alleged that it violates public policy. If an NDA explicitly or implicitly includes itself in the list of things not to be disclosed, then posting it would be a violation of the contract. In such a case the party posting the agreement would be subject to whatever consequence the agreement specifies for violation, unless that person had a valid defense. The operator of a web site where the document might be posted would not normally ne a party to the agreement, and so would not be liable for hosting it, unless some other limitation applies, beyond the NDA itself. An NDA can indeed be a significant limitation on the signer's freedom to discuss certain topics, and a person would be wise to consider it in detail, and perhaps consult a lawyer, before signing one. But that does not mean that the person should post or distribute it publicly, nor that the person is automatically entitled to consult NDAs that others have signed. There are sufficient sample NDA forms available that a person can compare an offered NDA with other possibilities, and get an idea if an offered NDA goes beyond the usual terms.
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!
They get paid either way I’m an arbitrator, adjudicator, and mediator and I’ll make this very clear: I don’t give a rat’s arse who wins. When I’m acting as a mediator I can go even further: I don’t give a rat’s arse if the dispute even gets resolved. My job is to do my job. To manage the process and, if making a decision is part of the process, make a decision. My paycheque is totally unaffected by who I decide for. Future employment prospects depend on you being good at the job. Bias is not being good at the job. Oh, yeah. Also, it’s the law that I’m impartial. In any event, most arbitration clauses give the parties no input in the selection of the arbitrator (e.g. by nominating the president of a professional association of arbitrators to appoint them) or require them to agree on the arbitrator.
Are all interview questions that don't apply to essential functions illegal? No. Not all such questions are illegal, but see one exception from California legislation as pointed out by @GeorgeWhite and others in section 432.7 of the state Labor Code. Other jurisdictions very likely have equivalent prohibitions, but questions like the one you envisioned ("What music do you like") would not infringe statutory provisions. Generally speaking, it is lawful for an employer to assess candidates' personality &amp; non-essential skills under casual and not-so-casual scenarios through the use of questions with no relevance to the job at issue. Only in very specific circumstances certain pattern(s) of questions may lead to a finding of harassment or discrimination. Questions related to categories which the Civil Rights Act protects are risky because a rejected candidate would have at least some grounds for a claim of discrimination. Those categories are [candidate's] race, color, religion, sex, and national origin. Questions on those protected categories are not illegal, but the employer will have the burden of proving that its challenged practice (i.e., making seemingly discriminatory questions) "is job related for the position in question and consistent with business necessity" (see 42 USC § 2000e-2(k)(1)(A)(ii)) rather than for purposes of unlawful discrimination.
Is it illegal to ask a company for money in exchange for information on a bug in their software/website? That in itself is legal. Indeed, the company would incur unjust enrichment if it coerced you to disclose your discovery for free. Only if you threatened the company to divulge to others your discovery unless the company pays you, it would be illegal and trigger charges such as extortion (likewise, legislations outlaw the unjustified delivery of programs or instructions for hacking a software/network/etc., although this goes beyond your actual question). Can the company take legal action against me? That seems doubtful, futile, and it could backfire (please note I have not done any research on legal precedents about this). Although the terms and conditions of the website or the End User License Agreement (EULA) of software might prohibit you to reverse engineer (RE)/decompile/etc. the application, anti-RE clauses are unenforceable and the remedies therefor are indeterminate because the sole act of conducting reverse engineering does not subject the company (or third parties) to any losses. The company's decision to take legal action for your discovery could backfire from two standpoints. First, it calls attention to the fact that the software at issue is defective and unsafe. And second, the bug is likely to be detected by someone else anyway, thereby potentially compromising customers' systems.