What principal of law allows the US federal government to demand that people work without pay? Certain US federal employees are required to work without pay in the event of a government shutdown (i.e. budgetary incompetence). If you are classified as an an essential employee, you must work with no idea of when you will get paid. How can this be legal? Why is it not a criminal offense as a sort of temporary enslavement?
Employees are only required to work in the sense that refusal to report can result in discipline (like reprimand or firing) and forfeit of whatever money you would have earned had you shown up. This is exactly the same way federal employees (or most employees, for that matter) are always required to work. The fact that they're not being paid on time has nothing to do with whether it's slavery. That's because pay has nothing to do with slavery. Slavery is forced labor and/or ownership of people, and civilian federal employees are just as free to quit as they normally are. Military personnel can't freely quit, but they can never freely quit. Nothing relevant has changed for either group. Not paying employees is potentially a violation of labor law, and the government in fact lost a lawsuit after the last shutdown for violating the FLSA. If that happens this time too, they'll have to pay damages.
The federal law, 18 USC 597, states that Whoever makes or offers to make an expenditure to any person, either to vote or withhold his vote, or to vote for or against any candidate; and whoever solicits, accepts, or receives any such expenditure in consideration of his vote or the withholding of his vote shall be fined under this title or imprisoned not more than one year, or both; and if the violation was willful, shall be fined under this title or imprisoned not more than two years, or both. It is not required that the prosecution prove that the recipient voted at all. You just have to make a payment or offer of payment, and you just have to agree to vote or not vote in exchange for that payment. These laws are entirely enforceable.
Lawyers may break confidentiality with client permission. You can also break your own confidentiality and talk to the prosecutor yourself. The prosecutor's response is up to the prosecutor; however, they tend to not be super excited about giving immunity to a witness for the defense if they might want to prosecute the witness later (and courts often are fine with that), so the more they suspect about your true role the less likely they are to grant it. No. If the feds later find truly independent evidence (they have the burden of showing it's truly independent), they can prosecute. Some states give transactional immunity to witnesses (you can't be prosecuted for crimes you testified about for any reason), but the Fifth Amendment doesn't require it and at least the feds aren't bound by state transactional immunity. It's hard to prosecute, but is possible if prosecutors play their cards right. Yes, it does allow civil liability. There is no right against self-incrimination in civil matters, only criminal liability. If the forced testimony leads to a lawsuit that bankrupts you, too bad.
Your interpretation seems to be correct. A furloughed employee is defined by Acas to be one who is "temporarily sent home because there's no work". This could in principle be through unpaid leave. The Coronavirus Job Retention Scheme is a government scheme to compensate employers for the wage bills of their staff during the furlough, so that the furloughed staff can continue to receive some income. An employee would have no direct dealings with the scheme and would continue to be paid via their employer. Your company seems to be offering to match the terms offered to employees under the Coronavirus Job Retention Scheme of 80% of salary, presumably out of their own funds. A kind gesture, it seems!
In general, under the common law, a contract cannot validly require a person to commit or abet a crime. Thus if an NDA requires one to lie about or actively cover up a crime, it is void (in that aspect, at least). But there is, in most cases, no affirmative duty to report a crime, except for certain individuals in particular situations. Thus an NDA that simply requires silence may be valid. There have been many Federal and state laws passed to protect so-called &quot;whistleblowers&quot; (people who draw attention to criminal or improper actions of which they have confidential knowledge. Many of these are listed and described in the Wikipedia article &quot;Whistleblower protection in the United States&quot; Exactly what protection is offered varies widely. Many of these deal with public employees or government contractors, not private employees. In the case of Garcetti v. Ceballos, 547 U.S. 410 (2006) the US Supreme Court held that statements made in the course of a person's position as a public employee, rather than as a private citizen, have no First Amendment protection against employer discipline. Whether a private employee will be protected against retaliation or the penalties listed in an NDA depends on the area of the alleged violation, and the specific facts of the case. One would be wise to consult a lawyer knowledgeable in this specific field before relying on such protections.
It is mandatory for the employer to provide sufficient restrooms (“cabinets d'aisance”), as per article R4228-10. Other provisions regulate evacuation, ventilation, heating, disabled access, etc. There is no provision regarding when employees are permitted to use the restrooms. There can't be a single rule that works for every profession: some jobs don't let you leave your post whenever you like (e.g. machine operator, driver, guard, teacher, etc.). The most common dispute regarding restroom use is whether employees should be paid during that time. Some employers want to count restroom use as unpaid pause time. Strictly speaking, that's legal: an employee who is in a restroom is not at the employer's disposal, therefore this doesn't count as work time. However enforcing this is often logistically difficult and wildly unpopular, so in practice it's only done in places where employees must clock out to reach a restroom. I could only find one case with actual jurisprudence. In 1995, an industrial butchering company (Bigard) decided to limit restroom breaks to three fixed times a day. This was, as you might expect, unpopular; the employees went on strike, and eventually the labor court struck down this measure. That's a precedent, but it doesn't seem to have made its way to the appellate court. Your case is also slightly different in that the restrooms would only be inaccessible for an hour, which is shorter than in the Bigard case. So legally speaking, it isn't clear who will win. You'll have a better chance of success by banking on the unpopularity of the measure. Talk with your colleagues and your representatives and shop stewards. Point out that employees who are trying to hold it in are unlikely to be at the top of their productivity.
united-states The Thirteenth Amendment forbids slavery and involuntary servitude except as punishment for a crime. This means that, outside of unique situations like the military, an employer cannot keep you as an employee against your will. Any contract that denies you the right to quit your job is illegal. A contract might require a reasonable notice period or something along those lines, but it cannot bind you to work for the company for as long as the company wants. While you can sign an employment contract without it being involuntary servitude, the Thirteenth Amendment is also generally read to mean that your employer can only sue you for money if you refuse to work. A US court cannot order you to work for an employer and threaten to hold you in contempt of court if you refuse. This doctrine predates the end of slavery, but the Thirteenth Amendment is among the reasons now cited to justify it.
No The intent of the proposed bill is to codify existing case law. You are an employee now and you will be an employee then. You are an employee now because a) you are not free from the company's control and direction or b) the work you are doing is the company's main business. If you read the bill you will find out that c) involves "an independently established trade, occupation, or business" so your business qualifies for this but you need to qualify for all three factors to be an independent contractor.