Employer did not accept resignation in Germany I'm currently working for a company in Germany and the notice period is two weeks. I sent my resignation via E-mail. They told me after 3 days that they did not accept it because I need to send it via writing in a letter through the post and that it needs to be signed! How should I proceed and should I hire a lawyer?
This is actually required by german Law. Specifically § 623 BGB says: Die Beendigung von Arbeitsverhältnissen durch Kündigung oder Auflösungsvertrag bedürfen zu ihrer Wirksamkeit der Schriftform; die elektronische Form ist ausgeschlossen. Translation by me: Resignations and ending-contracts to end an employment are only valid in written form; an electronic form is not possible. The definition of the written form is in § 126 BGB. It basically says, that either a signature is needed or a notary has to vouch for it. So if you are actually employed under german law you have to send them a signed letter. How that letter arrives at the employer is not specified. I would imagine most resignation letters to be personally handed in.
From a German perspective, it would be absolutely normal and expected that you're providing identity &amp; contact information publicly. Per §5 TMG (Impressumspflicht / Anbieterkennzeichnung) this is required for German tele-media offerings, such as websites or email providers, even if non-commercial. Whereas for you as an upstanding and diligent email provider an abuse@... address should be enough, the German context expects a street address where you could be served with a lawsuit… There absolutely are privacy and free speech issues with this compelled self-doxxing. But by running an email service, you're not just acting as a private person. Your privacy interests and the transparency and security interests of other people have to be balanced. Now since you are not in Germany, the TMG does not apply to you. You have no legal obligation to provide this information. However, the ISP also has no legal obligation to to deliver your email. The ISP does have an obligation to apply appropriate organizational and technical safety measures. It seems that one organizational measure they have found appropriate is that they will only deliver emails from providers that provide public contact information, as would be the norm in Germany. I am not entirely sure how the GDPR applies here. The GDPR doesn't really allow or prohibit disclosures of personal data, it just requires that every purpose of processing for personal data has a legal bases per GDPR Art 6. One such legal basis is a legitimate interest, which boils down to a balancing test between your rights and freedoms and other people's interests. I'm also not sure if the contact information should be classified as personal data in this context, because the contact info primarily relates to your role as an email provider. I'm also not sure if the ISP is processing your personal data in the sense of the GDPR when they merely require you to publish it on your own site. They would be processing it as soon as they scrape, store, or otherwise use this info.
They have to pay you for all hours "worked". If you are an intern, it would come down to whether you are an unpaid intern and therefore agreed to that or if you are a paid employee. I noticed your post said you were an intern and then were asked to stay on, so I don't know if you stayed on as an intern or employee. Employees should be compensated for their time and effort, so if you are an employee you should get some compensation. As for how you claim it, you are going to have to talk to them. If it bothers you that you won't be paid for the training and they won't agree to pay you, your best bet is to find a different job. This article lists how to take them to a tribunal or talk to a union, if you do not want a different job and wish to pursue the matter: https://www.citizensadvice.org.uk/work/rights-at-work/pay/problems-getting-paid/#ifnotgettinganywhere
Obviously you can refuse, nobody can force you to give them a new passport. There may be consequences. The worst: The company's country likely has laws that require the company to make sure you have the right to work there, and to have evidence of it. If you are an EU citizen in an EU country, a valid EU passport would be that evidence. When your passport expires, the company might not have anything that is legally sufficient to allow you working for them. They could have the choice between breaking the law, risking a fine, or firing you. This will depend on the exact laws of the country, and likely somewhere deep in the small print of the laws :-) In the UK, where this isn't relevant anymore, the laws were changed in 2014 to require that you have a valid passport. So in the last seven years you would have had to give them a valid passport. BTW. Having a copy of your valid passport can make it possible for your employer to buy you flight tickets for foreign countries, for example, which could be useful. I was once in a situation away from home where I unexpectedly needed a copy of my passport (privately), called HR, and they emailed me a copy of it, so that was also useful.
Probably not An employee is someone that the employer "suffers or permits to work" - moderators would appear to be caught by this. There are specific exemptions carved out in the public and not-for-profit sectors where they "a) work toward public service, religious or humanitarian objectives; b) not expect or receive compensation for services; and c) not displace any genuine employees." However, they very specifically say “Under the FLSA, employees may not volunteer services to for-profit private sector employers.” So on the face of it, a moderator is an employee and is entitled to minimum wages and conditions for the hours they work. AOL settled a lawsuit in 2009 with their moderators who were suing for wages for an undisclosed sum and so the case did not set a precedent. This article suggests that "for-profit companies don’t have volunteers; they have lawsuits waiting to happen" and uses examines the situation at Reddit (which could equally apply here). Facebook employs moderators so the precedent exists that this is work that employees do. When the lawsuit happens, we'll find out. It will turn on the particular facts - some types of mods for some companies may be employees while others may not.
Yes If you look at the law pertaining to the work week and opting out of the maximum, which is also in The Working Time Regulations 1998 (with my emphasis in bold): 4.—(1) Subject to regulation 5, a worker’s working time, including overtime, in any reference period which is applicable in his case shall not exceed an average of 48 hours for each seven days. ... (3) Subject to paragraphs (4) and (5) and any agreement under regulation 23(b), the reference periods which apply in the case of a worker are ... So if we go to 23(b): A collective agreement or a workforce agreement may— (a)modify or exclude the application of regulations 6(1) to (3) and (7), 10(1), 11(1) and (2) and 12(1), and (b)for objective or technical reasons or reasons concerning the organization of work, modify the application of regulation 4(3) and (4) by the substitution, for each reference to 17 weeks, of a different period, being a period not exceeding 52 weeks, in relation to particular workers or groups of workers.
Yes, the employee can choose not to accept the contract offered at the end of the probationary period and thereby allow the probationary period to end without accepting a long-term position. This is usually called "quitting".
I found a mention of this issue here, where the case Rhonda Eddy v. Ingenesis was cited. Eddy worked from home in West Virginia, but had signed her contract with a company headquartered in Texas. The link is the decision of The State of West Virginia Supreme Court of Appeals, which upheld the decision of the Circuit Court of Jefferson County, namely, that the Circuit Court did not have the authority to hear Eddy's petition against her employer because she was out of the Circuit Court's jurisdiction. The circuit court found that it did not have personal jurisdiction over respondent under West Virginia’s personal jurisdiction statutes, and that respondent did not have sufficient minimum contacts with West Virginia to satisfy federal due process considerations. The circuit court also found that it did not have subject matter jurisdiction over petitioner’s WPCA claim because petitioner’s employment contract contained a valid choice of law clause that mandated Texas law would govern any dispute between the parties. Emphasis mine. It all depends on stipulations made in the employment contract. This (in the United Kingdom) states 4. Place of Work Allows the employer to specify the location where the employee will work. However, it also allows for the employer to specify any other location in the future. This gives the employer much greater flexibility. That would seem to indicate that (at least in the U.K.) the place is specified in the contract.