What law requires Canadian and South African citizens to do a mathematical skill test when winning promotional gifts? In the terms and conditions of a keysight promotion to win an oscilloscope, I stumbled over the following sentence: In accordance with local laws, if the selected entrant is a Canadian or South African resident, that entrant will be required to answer a mathematical skill-testing question, without assistance of any kind (whether mechanical or otherwise), within the time frame provided above. What is/are the law(s) behind this, and what is that law trying to achieve?
From a blog entry by Canadian lawyers familiar with sweepstakes and contest laws: In Canada, games of pure chance are prohibited as illegal lotteries under our Criminal Code... For contests of chance, making prize redemption conditional on answering a skill-testing question turns a game of pure chance into a (legal) game of mixed chance and skill. Generally, a time-limited, multi-step and multi-operational mathematical skill testing question, answered without assistance, is sufficient. That is under &sect;206 of the Criminal Code of Canada - Offences in relation to lotteries and games of chance. You will probably find similar statutes related to South Africa. It's not uncommon to see "games of chance" turned into "games of skill" in order to avoid the creation of illegal lotteries.
There is, of course, no way to tell how the Court would deal with such a case today. This is not a frequently litigated issue, with lots of case law. I note that in the case you link to, the court limited the statute to false claims made "with a fraudulent purpose". This normally means that the claimant is attempting to secure an improper financial or materiel advantage. In the United States v. Tandaric case, the person convicted had falsely claimed to be a US Citizen on an employment application for a company which did not hire non-citizens, and so gained a job through this false statement. He could have been convicted of ordinary Fraud. The court has not been as protective of Fraud under the First Amendment as it has been of speech generally, or even of false but non-fraudulent speech. I am not at all sure if the court would overturn this law in a similar case today. Edit: In the United States v. Achtner case, the court wrote: But we agree with the District Court that the representation of citizenship must still be made to a person having some right to inquire or adequate reason for ascertaining a defendant's citizenship; it is not to be assumed that so severe a penalty is intended for words spoken as a mere boast or jest or to stop the prying of some busybody, ... This seems to dispose of the example in the question of a neighbor who is merly inquiring as to the character of the area, or perhaps from simple curiosity, and a false speaker who seems to get no direct benefit or advantage from the falsehood. Both linked cases involved false statements made to employers or potential employees, during wartime at that, with the false speaker's employment apparently at stake.
british-columbia I am not aware of any judicial consideration of this issue. The Liquor Control and Licensing Act, s. 78(1) says: A minor must not, except as provided under this Act or unless the minor does so with other lawful excuse, ... consume liquor. (One of those exceptions are when the alcohol is supplied by the minor's parents, spouse or guardian in a residence for consumption in the residence. There are other exceptions, too. But I'll assume you're asking about a circumstance where no exception applies.) The Liquor Control and Licensing Act defines a &quot;minor&quot; to be a person under the age of majority established by the Age of Majority Act, which is age 19 today. The Liquor Control and Licensing Act, s. 57 makes it an offence to contravene s. 78(1). The Interpretation Act, s. 25.1 states that &quot;A person reaches a particular age expressed in years at the beginning of the relevant anniversary of the person's birth date.&quot; The Interpretation Act also clarifies that the reference to time &quot;is a reference to Pacific Standard Time&quot; (or Pacific Daylight Saving Time, when it is in effect). Thus, a person is a minor until &quot;the beginning [in Pacific time] of the relevant anniversary of the person's birth date.&quot; It is most clear in relation to the identification requirements when selling to a minor, but the Regulations (s. 158) refer to the date of birth as displayed on the person's identification card. This all suggests that when consuming alcohol in the greater Vancouver area, a person just about to reach the age of majority must wait until the date in the Pacific time zone is that which is displayed on their identification. Or barring any identification, until the date in the Pacific time zone is the date that is the person's birth date.
As a comment by @DavidSchwartz notes, this is not wrong. Questions of law but not fact are allowed. It is worth noting that the line drawn is arbitrary. In Colorado, where I practice, jurors issue written questions (pre-reviewed by the judge and counsel for all parties before being presented) to witnesses at the close of the testimony of each witness called by a party to testify. This is very helpful to counsel, as it provides indirect evidence of whether the jury understands what they are being told, and often juries will directly ask questions that for tactical reasons, both parties have refrained from asking that go to the heart of the matter. It also frequently clarifies misunderstandings that trained legal professionals assumed were not made about terminology. This is more problematic in criminal trials, where jury questions could provide evidence pushing a case over the threshold of proof needed to prove beyond a reasonable doubt that the prosecution failed to provide, than in civil cases with a preponderance of the evidence standard. Also, as a matter of reality, when jurors ask questions, counsel often loathe to object even when they have valid grounds to do so, for fear of offending the decision-maker, unless it is really critical to keep certain information away from the jury.
This is weird. Within the EU, a passport is proof of identity, and it is also proof that you are allowed to take a job in the EU. There is nothing that a birth certificate would add to this. Either the bar manager is badly misinformed, or he doesn't want to give your brother a job, and will come up with something even more ridiculous if he gets the birth certificate.
There is a relevant rule, the "posting rule", according to which an acceptance is effective once posted (this is a quirk of acceptances). This would be as soon after 7 May 2016 as Bobby sent his letter, presumably well before the deadline. So yes, a professional lawyer would be needed. If Bobby is in Australia, it might be more complicated; if Bobby is in Norway, it's simpler because they don't have the posting rule.
I can't find any law that would prevent an employer from requiring this. Under current Florida law, an employer can even demand passwords and access to an employee's social media accounts. A bill was proposed to prohibit this, but it hasn't passed. Generally, an employer can require anything they want as a condition of employment, as long as it is not illegal. Florida has at-will employment so the employer could certainly fire the employee if they don't comply.
Question: Do I need a EU passport or EU ID card to legally work in the EU (or establish that I have the right to work in the EU)? Or is a certificate of citizenship sufficient? Legally, your right to work is not contingent on this and there is no Europe-wide rule that makes holding any document mandatory. Importantly, if you do start working anyway, you are not committing a crime and cannot possibly be banned or forced to leave the country. You do have the right to work from the day you became an EU citizen and if any doubt arises down the line, you should be able to clear it up later. In practice, employers are sometimes supposed to check you are allowed to work (and for that would require some proof of your citizenship) but they don't necessarily need a passport or ID. What's typical on the other hand is that you have to provide an official proof of address (in the countries where you have to register your address with the authorities) and the local social security, insurance, or national tax number. Both of these will require dealing with the authorities and will be considerably more difficult, if not downright impossible, without a national ID card or passport (in fact it can even be difficult with a passport). I worked in multiple EU countries and I don't recall always having to present my ID to employers. I recall at least one instance (in Germany) where I could start working without one (it had just been stolen) and another one (in the Netherlands) where I started on the day after I arrived, without official address nor tax number (BSN). In both cases, I was expected to solve these issues within the first month and you risk a fine if you don't register within a week or two but it was neither illegal nor impossible to start working before all the formalities were completed. None of this means I would be completely comfortable about being months without a passport. But the main issue for you will be entering the country and what your employer's HR department is prepared to tolerate, not any sort of legal obligation to hold a passport to work. Note that in one of the cases I described above I went to the local consulate to get an emergency passport. It wouldn't have been possible back in my country of citizenship but there are some special procedures when you reside abroad. These rules change all the time and depend on your country of citizenship but that could be worth a try.