Must German job postings include &quot;(m/f)&quot; even in English? As I understand it, German law requires companies posting job openings to address the gendered nature of the German language by including both the masculine and feminine forms of the job title (e.g., by writing "Programmierer(in)" for both maculine "Programmierer" and feminine "Programmiererin"). When these job postings are then translated into English, this distinction is kept by including "(m/f)" or "(m/f/d)" in the job title, despite the fact that (the vast majority of) job titles are ungendered in English, so it makes the company look like they don't understand how English works. Is keeping this distinction in English a legal requirement, or are companies just doing it to be safe against any hypothetical legal challenges? Has a German company ever gotten in trouble for not including all genders in a job posting in a language that doesn't gender nouns?
Adding m/w/d in a job posting is not explicitly required by any German law. It is however the established way to implement the requirements of the AGG (~ general equal treatment act) which in turn implements various EU directives. Protected classes under the AGG are race, ethnic origin, gender, religion or belief system, disability, age, and sexual identity. Of these, only gender manifests itself in the German language, making workarounds necessary that indicate that no gender is preferred. Within certain bounds, the German language can use gender-neutral terms, for example a job called “Lehrer/-in” or “Lehrer*in” could also be called “Lehrkraft”. If you are able to use gender-neutral language in English but are still subject to German law, adding “m/f/d” is probably not necessary but still a very sensible idea as it corresponds to German best practices. If you fail to add some explicit note that applicants of all genders are welcome, nothing bad will happen automatically. However, a person with a not-explicitly listed gender may apply for the job, get denied, and then sue with the argument that they were denied because of their gender. The employer would have the obligation to prove that their job postings are non-discriminatory.
Federal law isn't yet settled on whether employers can discriminate based on sexual orientation (see the other answer), so instead let's take a look at Michigan state and local laws: Based on my reading of this Wikipedia page, it appears that the 1967 "Elliott-Larsen Civil Rights Act" (pdf) has, as of 2018, been interpreted by the Michigan Civil Rights Commission to prohibit discrimination on the basis of sexual orientation or gender identity. So, yes, if the company qualifies (looks like there are some exceptions for certain "private clubs" and religious organizations), it appears to be a violation of Michigan law to discriminate on the basis of sexual orientation for hiring and/or employment decisions. I'd also encourage you to take a look at this list of Michigan cities/municipalities that have passed additional protections for gender orientation. If your business is any any of those areas, you might be subject to more restrictive laws. Regarding an employee who refuses to work with a gay coworker, I'd strongly recommend consulting with a local attorney; my suspicion is that taking action against the gay coworker would be illegal, firing or disciplining the complaining employee would not. (I'm not an attorney, this is not legal advice, I'm just a dude who knows how to read Wikipedia, don't taunt Happy Fun Ball, etc...)
A translation is a devivative work - the copyright owner has the exclusive right to these So, yes, translation is prima facie copyright infringement. Strictly speaking, if you translate it, it's a derivative work because you exercised creativity in making the translation; what Google translate does is not a derivative work, it's a copy because there is no creativity. Either way, only the copyright owner can do (or authorise) this. Whether it's legal or not depends on if what you are doing falls within one of the exceptions to the applicable copyright law such as fair use or fair dealing. Attributing the original author does not, of itself, allow translation. Additionally, I'm not able to find the copyright documentation for the site link I provided above. What is "copyright documentation"? Copyright exists the moment a work is created and no further documentation is required. Essentially, I could translate the whole documentation by myself to avoid this problem. No, you can't - see above. If copy-pasting the google translate is illegal, then exactly how much must I edit, move around sentences, change words, and such until the text is no longer plagiarized? All of it. If you were, based on your own knowledge of the software, to write a manual without any copying o the existing manual, that would not be copyright infringement. Is this plagiarism or copyright infringement? It's copyright infringement - plagiarism is an academic misconduct issue not a legal one. where can I check the copyright for the above link? The site you linked has "Copyright © 2020 Acquia, Inc. All Rights Reserved" in the bottom left corner which identifies the copyright holder, the date and prohibits all copying ("all rights reserved"). This isn't necessary but it is helpful. If you really want to do this, contact Acquia, Inc and ask for permission.
Yes. The European Enforcement Order is an explicit procedure for uncontested claims like this. That means no German court is involved (unlike Dale M's answer suggests). The Greek Court files an EEO, and this can be enforced directly in Germany without going through German courts again. That means you can face wage garrisons, bank account freezes etcetera.
The answer is a clear maybe. See https://www.gov.uk/discrimination-your-rights/types-of-discrimination Discriminating on the basis of sex is illegal, however, applying different rules on uniforms is probably not discrimination under the law. To be discriminatory it must put the class of person at an unfair disadvantage, be harassment or victimisation. You would have to demonstrate that refusing to allow females to wear trousers puts them at an unfair disadvantage (and vice versa because these are separate discriminations) - victimisation is not an issue here, harassment might be but it would have to be actually happening. You should look at things like comfort, practicality, sports, play etc.; the problem is that the better your argument for girls the worse it is for boys.&#128531; The steps you can take are spelled out in the link, starting with communicating with the organisation. So marshal your arguments and write them a letter and then move on to mediation. At the very least you should get an insight into why they oppose your position. If you deal constructively with their concerns you may get what you want.
Washington State is an "At Will" employment state meaning that, with exception to some protected classes and bargaining, the employer may terminate the employee for any reason the employer can cite, or no reason at all. If the firm used it as a benefit of the job but it wasn't agreed upon on the contract, its not a deception as if you can hold the job to the down season, you have less work to do. If a promise was made for employment into the down season during the negotiating of the job, and this was documented, it could be. It could be that he did all the work required of him, but another higher went above and beyond and he got the ax because he was the newest and the lesser performer. Either way, the employer is well within their right to fire an employee for any reason they choose absent discrimination based on protected class status.
It depends to a large degree on local employment laws. Depending on how the counteroffer was worded, it might have constituted anything from a binding legal contract for employment for some reasonable minimum term, or a totally non-binding suggestion that was worth less than the air breathed while pronouncing it. Some things to consider would include: What are local employment laws like? Do they require that termination be for cause? If so, what are causes for termination? Does termination require any kind of remediation beforehand? Note that in an at-will, right-to-work state in the US, odds are that the employee can be fired for any time and for any reason, supposing the employer hasn't accidentally entered into a contract by extending the counteroffer. What did the counteroffer say? Did it stipulate that the offer was not for a definite term and that the company reserved the right to terminate the employee for any reason, or no reason at all? Odds are any sufficiently serious business in an at- will, right-to-work state would use standard legal language in any offer or counteroffer to ensure that they are on the right side of this, so odds are the counteroffer was accepted with no obligations at all on the company. Does the termination affect eligibility for unemployment benefits? I would say most likely not, as the termination would probably be recorded as being for no reason legally speaking (if they admitted to terminating the employee for seeking other employment, interested government officials could take a dim view of the company's actions). You'd probably have at least some unemployment compensation coming your way. Some professional - not legal - advice. Never accept a counteroffer. Only get another offer in the first place if you are committed to leaving your current employer no matter what. If your company really insists, you should insist on a minimum definite term of employment written into a legal contract which is signed by an executive and notarized. No company will agree to this (unless the term is shorter than you'd want as a full-time W-2 anyway) but if they do, hey, you have some security (if the company agrees to this, have your own lawyer - whom you pay with your own money - review the document). Even then, I would be very, very careful about staying at a company after getting a counteroffer. Don't do it. Ever. Never accept a counteroffer. One comment asks why I recommend never accepting a counteroffer. There are at least two reasons: The reason you are looking for a new job should be that there is something about your current job that isn't completely satisfactory and that you haven't been able to fix. Either you have grown out of the position, don't like the work, feel you're underpaid, don't get along with somebody, etc. If you were unable or unwilling to fix any of these issues without having another job on the table, having another job on the table shouldn't be what makes you willing and able to fix them. Why work somewhere that you'd constantly need to go job hunting to address workplace issues? Unless the company makes firm agreements about how long they're going to keep you around, you have no guarantee that they'll keep you. Presumably, you didn't have one before, and you don't have one at the new job, but the fact that you are currently employed might support the assumption that your employment would be continued at your current employer and the offer might support the assumption the new employer plans to employ you indefinitely. When you put in your notice, it makes the company more aware of the fact that you could leave at any time; while a perfectly rational actor would realize that this doesn't change the situation at all, companies are run by people and people often act irrationally. Perhaps your manager is vindictive, perhaps your manager is scared that you will still leave after accepting the counteroffer. Maybe your manager knows there are layoffs coming but needs you for the busy season. Hiring replacements can be time-consuming and expensive - and employees who are getting offers of employment elsewhere and putting in notice might be seen as risks. I'm not saying that accepting a counteroffer has always turned out badly. Falling coconuts kill 150 people every year. Still, I am not going to add a coconut rider to my insurance policy and I am not going to accept a counteroffer.
The cited provision is: A person has the protected characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person's sex by changing physiological or other attributes of sex. This language originates in the Sex Discrimination (Gender Reassignment) Regulations 1999. This statutory instrument was made in response to a 1996 decision of the European Court of Justice (P v S and Cornwall County Council, C-13/94) that Council Directive 76/207/EEC of 9 February 1976 , regarding equal treatment of men and women, also covered discrimination on the grounds of gender reassignment. The regulations were made in order to bring domestic law up to date with the EU requirement, by amending the Sex Discrimination Act 1975. The definition at the time, found in the amended section 82, was: &quot;gender reassignment&quot; means a process which is undertaken under medical supervision for the purpose of reassigning a person’s sex by changing physiological or other characteristics of sex, and includes any part of such a process So the idea of &quot;other characteristics&quot; or &quot;other attributes&quot; comes from the 1999 version of the law. I expect that the change to &quot;attributes&quot; is simply because the Equality Act 2010 uses the term &quot;characteristic&quot; to mean something else, as it consolidates many different regimes about discrimination on the basis of sex, race, disability, etc., all of which are called &quot;characteristics&quot;. The more recent text removes the part about &quot;medical supervision&quot;, and explicitly includes people at any stage of transition. Explanatory Notes to the 2010 Act give the example: A person who was born physically female decides to spend the rest of her life as a man. He starts and continues to live as a man. He decides not to seek medical advice as he successfully ‘passes’ as a man without the need for any medical intervention. He would have the protected characteristic of gender reassignment for the purposes of the Act. (These notes are not binding in law but they do give a good idea of what the drafters meant to say. The concept of 'passes' is also not the most sensitive language to bring in, since trans people do not necessarily want to measure themselves by their ability to pass undetected, and may present differently in different contexts.) The example shows that someone can have the protected characteristic without having, or contemplating, any change to their body. So from this example, the other attributes of sex would include all those ways in which the man &quot;continues to live as a man&quot;. From general knowledge of trans men, that could include using a masculine name and pronouns; wearing traditionally-male clothes; wearing a binder, baggy clothing, padding in the crotch, or other ways to suggest a more masculine than feminine body; having a traditionally-male haircut; using traditionally-masculine body language; pitching the voice lower; and so on. The situation for trans women would be parallel. These things are all attributes of sex, in that our society abounds in stereotypes of what is a &quot;manly handshake&quot;, or a &quot;girly drink&quot;, or otherwise associated with a particular sex. They are to do with behaviour more than the body.