Should I return my signing bonus if I am fired from my job? My offer letter states that "Should you leave within your first year, you will pay back the full amount." Does the term "Should you leave" mean, that I need to pay back I am fired or if I leave voluntarily?
Given that the purpose of the bonus is to incentivize you to stay, and you are willing to do that, I see no reason why you shouldn't keep the signing bonus if you are fired. While this is not totally without ambiguity, it is at least a fair reading of the statement that a pay back applies only to a voluntary departure, and ambiguities are generally interpreted against the drafter. Also, keeping the signing bonus compensates you for having to start up at a new job only to have it promptly dissipate.
There is a clear conflict of interest - or the potential for the appearance of a conflict of interest - here. On the one hand, you are supposed to be looking for a good deal for your employer - within reason, of course. On the other hand, you want to make as much money for yourself as you can by claiming as high a rental fee as is reasonable. Most employers have policies against this. This is like hiring your side company as a vendor. You should follow your employer's policies for making sure his is totally above board, or just stay elsewhere.
This is actually pretty standard. You have a contract with a business to provide some service, and you get a bargain on the price of the service as long as you stay with them for some period, such as 2 years. You could get the 'pay as you go' option which doesn't have a termination fee, but that costs more if you are sure you can commit to what you signed up for, for that period. So it's not that you can't terminate the contract, it's that you can't just walk away from your obligation (what they call a "minimum term agreement"), cost-free. The early-termination fee is part of the cost of moving. You have to look in the Legal Agreements &amp; Contract part of Account Details on your account to get the specific agreement that you are bound by. Generally, you are subject to that fee, unless the subscriber dies, or is in the military and is shipped out. You can also transfer your service from area to area – I assume you either are moving to an area without Xfinity service, or you elected to not use Xfinity in that location. It is legal for a business to put their business interest above that of a customer, even in the case of regulated "utilities".
Not as such. As the contract author, you must clearly and specifically identify risks that you want to other party to accept. Your whims i.e. &quot;our own discretion&quot; are not a clearly identified risk. The trivial solution is to state that there are two payments, €150 up front and €850 afterwards. Then, you claim the right to waive (at your sole discretion) part or whole of the second payment. It should be noted that the tax implications of such a contract could be non-obvious. You probably have to claim the whole €1000 as income when the contract is signed, and any waived payment as a discretionary expense. You're unlikely to get a VAT refund on that €850, I suspect. So given that you'd have paid €187 to the Irish government, refunding €850 would be hard.
First Part OR 324 is quite the right article for this. If the employer doesn't want that you work (because he has nothing to do for you) it's his problem, not yours. He still has to pay if you are there and ready to do work. This is for instance also mentioned in this article. The meaning of this is obvious if having a contract with a fixed number of work hours per day/month/year. Second part Prove that you have a fixed work contract. If the shift plans are made in advance you have a proof that you have a certain number of hours to work (and thus an expected income). If I interpret this here correctly, this is &quot;echte Arbeit auf Abruf&quot; (true work on request), because if your employer wants your work, you have to be there according to the shift plan, as opposed to your employer asking &quot;who is ready to work tonight?&quot;. So your employer must pay you the hours agreed on in the shift plan, regardless of whether he has work for you or not (but you must explicitly tell him that you are willing to take work). Third part Can the employer change the shift plan, and to what extent? The employer must announce changes to work hours as soon as possible, and changes on short notice are only acceptable in emergency cases. A reduction in work hours due to not enough work shall not reduce the employee's salary. The business risk is entirely with the employer and he must not shift that responsibility to his employees. (That was common in the late 19th and early 20th century, with all the officially self-employed home workers in the textile industry). Here is a federal court decision that affirms this (BGE 125 III 65 S. 66).
The statement "you don't need to put it in writing" is not an instruction, and should not be interpreted as on in lieu of other evidence (e.g. the follow-up question "you don't want to get fired, do you?"). It is, at best, a recognition that your concerns have already been noted (and at worst, a ham-handed threat). In the context of an at-will non-union position, it is legal for a boss to directly demand "take it or leave it, no back-talk allowed". The reduction in salary can't go below the statutory minimum, or otherwise circumvent any laws, but assuming that the new salary is per se legal, they can demand that you accept it and not argue. If this were a government position, there is a potential (but not guaranteed) First Amendment issue.
One can be fired at any moment that the employer chooses, unless there is a contract that provides otherwise. (Some employment contracts specify a notice period.) But if the firing is at the end of a shift or of a work day, that shift's/day's wages would be included in the amount owing to the employee. "Fired" usually refers to ending employment for misconduct or failure to perform, or at least for an individual reason. "Laid off" usually means that the employer does not have enough work, but does not imply any failing by the employee, and may imply an intention to re-hire the employee if business improves. The difference may matter when making an unemployment claim, and when applying for a new job. But in both cases the job has ended.
If you had a contract guaranteeing employment for six months and it was cancelled without cause, you could sue the new employer for breach of contract for six months of wages and relocation/loss of benefit damages, less any mitigation of damages you could accomplish by finding alternative employment.