Is this (seeming ageism) legal in Switzerland? I am a freelance software developer. I have just received an email describing a possible position in Switzerland. Among the requirements, all others for technical knowledge &amp; skills, was this: Graduated in the last 5 – 10 years Is this legal in Switzerland? My first thought was ageism, but then I realized that they (cleverly?) do not explicitly say that. Perhaps they think that anyone who graduated before 10 years ago might not have been taught the necessary skills? (and, they don't care if they have acquired them in industry, rather than university) It certainly smacks of ageism to me, but I wonder if someone could actually succeed with a discrimination case in a Swiss court.
It's almost certainly legal and is commonplace in much of the world- especially in technology-related fields. There is a legitimate reason for a recent degree in a changing field such as Computer Science. A degree from 2019 would have covered very different topics than one from 2009, which would be unrecognisable from one from 1999. While I agree it is more likely that valid applicants will be young (under 35), there is no reason to believe this was the intention. For this to be illegal it would have to be done with the puropse of deterring older applicants. If you're still convinced it's illegal and want to spend time and money on this, lawyer up. If you're looking for advice on how to be considered anyway, I know for a fact this has been asked on Workplace before.
On what grounds would you sue? Contract Well, I think that you would struggle to find the necessary elements (see What is a contract and what is required for them to be valid?) In particular, you would struggle to prove that there was intention to create legal relations on their part and possibly on yours. Are you able to identify in your "back &amp; forth" a clear, unequivocal offer and acceptance? Without knowing the details of the "back &amp; forth": I was hoping that someone at $organization might be willing to write an article explaining what you do, the history of the organization and how it works appears on the face of it to be a request for a gift; not an offer to treat. Promissory Estoppel If you don't have a contract then it is possible (IMO unlikely) that they induced you by your actions to commit resources (your time in writing) in anticipation of a reward (them publishing what you wrote). To be estopped they would have to have known that you were writing the article in the expectation that it would have your organisation's name in it, that they did not intend for that to happen and that they allowed you to invest those resources notwithstanding. If you can prove all of that then you can require them to do what they promised. The big difficulty I see in this is did you tell them that a) you were writing the article, b) it would have your name in it and c) you expected it to be published in that form. Copyright If they publish the work or a derivative work without your permission you can sue for breach of copyright. As it stands, they probably have an implied licence to publish and you would need to explicitly revoke that. Options There are two reasons to go to court: Money Principle If you are going to court for money then this is at best a risky investment and at worst a gamble: balance your risk and reward carefully. If you are going to court for a principle then I simultaneously admire your principles and think you're an idiot. Make a deal Explain that the reason that you wrote the article was a) to support their fine publication and the fantastic work it does (even if you don't) and b) to garner good publicity for your organisation. You understand and admire their strong editorial stance (especially if you don't) but the article involved a considerable amount of work and could they see their way clear to give you a significant discount (~80%) on a full page ad facing the article.
It is not legal for an employer to discriminate on the basis of sex anywhere in the US (see http://www.eeoc.gov/laws/types/sex.cfm). Exemptions exist where the discrimination is for bona fide occupational qualifications and, irrelevantly, religious reasons. It is completely legal for a consumer to discriminate on the basis of anything they want to. It is also legal for a business to assist the consumer in that discrimination. Bona fide occupational qualifications generally only apply to instances in which the BFOQ is considered reasonably necessary to the normal operation of a particular business. Mere customer satisfaction, or lack thereof, is not enough to justify a BFOQ defence, as noted in the cases Diaz v. Pan Am. World Airways, Inc. and Wilson v. Southwest Airlines Co.. Therefore, customer preference for females does not make femininity a BFOQ for the occupation of flight attendant. However, there may be cases in which customer preference is a BFOQ—for example, femininity is reasonably necessary for Playboy Bunnies. Customer preference can "'be taken into account only when it is based on the company's inability to perform the primary function or service it offers,' that is, where sex or sex appeal is itself the dominant service provided." None of the occupations you mention would, on the face of it, meet the requirements to be BFOQ. Allowing their customers to express a preference for a specific gender may impact on the capacity for the business to deliver on that preference but it would not generally allow a BFOQ defence if this impacted their hiring policies. A possible exception is if the business catered to that preference exclusively, for example, an all female gym with all female staff but I am not aware that this has ever been tested and if a male personal trainer wanted to take them on he may very well win. As an aside, there is no BFOQ defence for racial discrimination except for artistic works where the first amendment rights overrule the anti-discrimination laws.
Germany may be different, however in the United States this would be considered work-for-hire and the employer would be the rightful owner of the source code. Regardless of jurisdiction, and from a more practical point of view, you are better off not having a copy of the source code. Using it as reference or example in the future could easily turn into (unintentional) copyright infringement. If, in the future, you write code you would like to be able to freely keep and reuse in any project, make sure the owner/employer licenses it using something like the BSD, MIT, or ISC license.
I don’t understand why you think this is a “3rd party communication” - as I read it it says it’s an email from you. You are most definitely not a third party. Notwithstanding, communication between 3rd parties is not prima facie excluded. For example, correspondence between your company and your accountant (who are both third parties) is likely to be extremely relevant to a family law case. Assuming that it is relevant (which is hard to say without context) and that it doesn’t fall foul of one of the evidentiary rules (hearsay, opinion, privilege etc.) there is no reason why it wouldn’t be admissible.
Under U.S. federal law, and under the few state laws of which I am aware, it is not unlawful to expand a pool of applicants based on a protected class such as race, age, sex, etc., but it is unlawful to select an applicant for employment based on a protected class. An advertisement could lawfully encourage applications by persons having certain protected attributes (e.g., born and raised in South America; Native American; Veteran; transgender) in order to diversify the workforce, but it could not lawfully suggest that hiring preference would be given to applicants with those protected attributes. That's a fine line, and it's easy for an employer to cross it, either willfully or inadvertantly. It's best--from both a practical and a legal perspective--to determine the hiring criteria and process before seeking applicants; and to separate that screening process from the advertising process. The advertising process could, for example, target underrepresented groups as long as it did not preclude other persons/groups from learning about or applying for the opportunities.
switzerland A mariage that is only made to get citizenship or a residence permit is illegal. The german legal term for it is &quot;Scheinehe&quot;. This is defined as Eine [Scheinehe] liegt dann vor, wenn das heiratswillige Paar offensichtlich keine Lebensgemeinschaft führt, sondern die Bestimmungen über Zulassung und Aufenthalt von Ausländerinnen und Ausländern umgehen will. A sham marriage (see below for terminology) is on hand when the couple that requests the marriage obviously doesn't live in a partnership but wants to circumvent the laws about immigration and residence of foreigners. The marriage registrar may deny the marriage, or it may even later be voided. This source says that you can get a fine or a prison sentence of up to three years for this. If one even takes money to enter a fake marriage with someone, the sentence can be up to five years. So, better wait for the right one ;-) Terminology remark: It needs to be distinguished between the terms &quot;Scheinehe&quot; (english &quot;sham marriage&quot;) and &quot;Konvenienzehe&quot; (&quot;marriage of convenience&quot;). The later is a marriage mostly to keep one's social status and is typically arranged by the parents. This is legal and was very common in former times. In some countries, e.g. in India, it is still common. It differs from the sham marriage by the fact that the social status of both spouses is the same.
Yes, it triggers the GDPR obligations Considerations: Can you surely identify those residing in Europe? In that case you should ask them to sign up again and confirm the consent. A lot of mailing lists are doing just that. Did they previously give consent and you can document it? If so, then you can argue that you have the required consent. Do you have business in Europe? If not then I don't think they would bother to go after you. You could just walk away from the fine. What other personal informastion are you storing? If you know who reside in Europe then you already have more info than just the email. The email address itself wouldn't be much of a documentation issue, SAR or Portability task.