Manager asks for car keys. Is this illegal? This question stems from this question on TheWorkplace.StackExchange. If a manager with no power to fire an employee, but who can still "discipline" said employee, demands that everyone surrender their car keys at the start of the shift, and must ask for them back, is it theft?
Probably not. Theft generally involves an intent to permanently deprive someone of property, or knowledge that one is taking actions that have the very likely probability of permanently depriving them of property. Here, there is an intent only to hold possession of the keys during the shift and to return them. Also, while the surrender of keys is contingent upon the incentive of further employment, it is still a voluntary surrender of the keys. The place where theft issues could arise is if the keys are not returned by the person holding them, either at the end of the shift as punishment, or in mid-shift, if someone insists upon their return, either in an emergency or because they are sick of this manager and want to quit. If keys were retained in those circumstances upon a demand for their return, there might be a problem. This is because continuing to refuse to surrender possession of property permissively given to someone when that permission is revoked, in the absence of a legal right to impose a possessory lien, would generally constitute theft. While the purpose for the manager holding keys in this particular situation don't seem very valid, I can imagine circumstances (e.g. MRI technicians, jail guards, underwater divers, the site only has tandem parking), where retaining keys during a shift might be reasonable and appropriate.
The "right to be forgotten" is not absolute. It is subject (Art. 17) to certain conditions, in particular the absence of "overriding legitimate grounds for the processing" (1(c)). 3(b) explicitly exempts data controllers from the erasure where needed "for compliance with a legal obligation which requires processing by Union or Member State law to which the controller is subject". I can even imagine a former employee first claiming his right to be forgotten, and then - a week after getting the confirmation - claiming his right to receive a resumee (a right in existense in Germany), which a company would not be able to fulfill as it hasnt got any data to base the resumee on. If the "right to receive a resumee" indeed exists in Germany and employers need to comply with it, that would be perfectly legitimate ground to only partially fulfil the request to be forgotten⁠ — forget everything but the resume. Is it against the law to document these cases? If you document "On 27 February 2020 John Smith requested to be forgotten so we deleted or anonymised all his records", you will effectively NOT forget him. If you actually had to forget him, it will therefore be against the law to document your forgetting that way.
You have the right to notify the owner of the car of their vehicular trespass and the consequences of that. You do not have the right to damage the car in giving said notice. You have the right to offer to clean the gum off whatever part of the car you stuck the notice to. If you succeed in cleaning it,the other party will not have a legal cause of action, in all likelihood, since there is no damage (though with a bit of imagination they might come up with some 'missed business opportunity' loss). The court would probably find your choice of sticker to be negligent (put the notice under the wipers? use painter's tape -get some if you don't have any). The rationale 'we had no other choice' holds no water: there are alternatives. 'Criminal Damages' is a concept in UK law, but it relates to willful damage such as vandalism, not accidents. It would be an issue if you had planned to cause damage, but that seems not to be the case here.
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.
a gutter cleaner drops a leaflet with phone number, and as my gutters needed to be cleaned I called him, we met and I gave him a deposit for the work in cash. The gutter cleaner put everything in writing at the back of the leaflet and signed it. In other words, you have a written contract which you fulfilled but the other party did not fulfill, so they now either owe you a service or your money back. This is a civil law matter which you can bring to a county court. You have a telephone number, so it should be possible to identify the other party. lure him into a trap. But then- how do I turn him into the police and keep everything legal? Was thinking of using pepper spray, but I live in Newcastle, and it's illegal to use it in the UK. Any ideas? This is a very bad idea! Apprehending suspects is the job of the police, not yours. Well, there is the concept of a citizen's arrest, but this is only an option in a very limited number of cases, specifically when you catch a criminal in the act and need to prevent the suspect from getting away before the police arrives. And even then you are on very shaky legal ground if the suspect claims you used more force than necessary or if the court doubts that a citizen's arrest was necessary in this particular case. And in this case a court probably won't believe that a citizen's arrest is justified, because the gutter cleaner probably didn't even commit a crime. They just violated a contract. That's a civil matter, not a criminal matter. It might be a criminal matter if they never intended to fulfill the contract (fraud), but you don't know that. If you use violence on a person just because they owe you money, you are very likely committing a crime yourself.
Your description of the facts is vague enough that we can't offer an informed judgment, but to remedy this, I will paraphrase your account of the facts (you can decide whether this is what you were trying to say). I was sitting outside of the Sprint store today waiting for my step daughter to come out. While waiting, two police officers walked up to my car and asked me to turn off my vehicle and come inside. When I voluntarily went inside, the store staff said that they called the police because they had had some sort of problems with people applying for service and absconding with the phone to resell on the black market, and they thought that was part of some such criminal plan. Because of that, they refused to give her a phone or service contract. But then they also told us to never come back, threatening arrest for trespassing. I have never been in that store before. Were my rights violated? No, neither by the police nor by the manager. The police, or the store manager, can legally request you to come in for a conversation: what matters most is whether you were forced to come in against your will. By your report, you were not, so your rights were not violated. The police are irrelevant to the remainder of the question. What remains is whether your rights were violated because the manager told you to go away and never come back under pain of prosecution. The store is private property, meaning that the owner has wide latitude to grant or deny permission to enter. If they hate pink hair and your hair is pink, they can legally "ban" you. If they suspect you of involvement in a criminal activity, that can most certainly legally ban you. That does not mean that it was a righteous or justified decision on their part, or a good business choice, but it is their legal right. So, no, your rights were not violated.
The premise about couches is true in terms of popular beliefs, but false in terms of law. Taking the property of another person without permission, with the intention to keep it, is theft. However, taking it with permission is allowed. W.r.t. a couch, your belief works because you generally have implicit permission. A sign saying &quot;free&quot; is good evidence, in lieu of a personal interaction with the owner, that you have such permission. There are scenarios where a person is moving a couch into their house, leaves it outside for a break, and some prankster puts a &quot;free&quot; sign on the couch. You nab and leave, 911 is called, you get arrested (more likely there will be an interaction of the type &quot;give him back his couch&quot;) and you defend yourself against a charge of theft on the grounds that you reasonably believed you had permission to take the couch. At present, a reasonable person would know that a scooter left by the side of the road is not actually &quot;there for the taking&quot;, therefore you know (or should know) that you are committing a crime. Additionally, there are more stringent law regarding theft of vehicles as opposed to theft of couches, which expands the concept of &quot;theft&quot; to include &quot;take in order to just temporarily use&quot;, thus &quot;keeping&quot; is not a requirement of vehicle theft laws. Rentascooter is generally and obviously locked in some way, which is further evidence that the item was not abandoned (this goes to your state of mind in taking the object), supporting the wrongfulness of this taking.
This is a pretty good example of &quot;Contributory Negligence&quot;. Depending on the precise details of the case, both (or multiple) parties may have contributed to Karen's injuries. She certainly had some role by ignoring posted signs and wearing inappropriate footwear. But the shop may have made access too easy. Maybe they didn't have a front-desk person posted in a safe-area, causing her to go seeking an employee. The shop had a dangerous bin of metal shavings without a lid on it, and at a height and location where a single misstep means someone could fall into it head-first. They had dangerous crane-control mechanism in easy reach that didn't need a Key or other Lock-out mechanism. Ultimately, the details will matter. But it should be straightforward for mediation or a trial to determine each parties contribution to the overall unsafe situation and injuries. Taking the description above at face-value, I think Karen and the shop might both be found partially responsible for the injuries. It may not be a 50/50 split, but Karen likely acted unreasonably, and the shop, despite OSHA compliance, may well have created more hazards than appropriate.