Does the EU Blue Card allow to deliberately have 3 months of unemployment between jobs? I'm from non-EU country and I'm getting a new permanent job in the Germany right now. The contract has the next paragraph: § 18 Post-Contractual Non-Competition/Contractual Penalty (1) For a period of 3 months after termination, the Employee is prohibited from acting in an independent, dependent or other manner for a company that is in direct or indirect competition with the Employer or is affiliated with a competing company. in the same way, the Employer is prohibited from establishing, acquiring or directly or indirectly participating in such a company for the duration of this prohibition. (2) For the duration of the prohibition, the Employer shall pay compensation equal to half of the last contractual remuneration received by the Employee for each year of the prohibition. (3) Any other income shall be set-off against the compensation in accordance with §74c HGB (German Commercial Code). The Employee has to inform without being asked whether and to what extent he receives other income. The information must be substantiated. (4) The post-contractual non-competition clause does not enter into force if the employment relationship has lasted less than one year or if the Employee have reached the regular age limit of the statutory pension insurance when leaving the company. (5) Apart from that, the provisions of §§ 74 ff. HGB (German Commercial Code) shall apply. (6) In the event of a breach of the post-contractual non-competition obligation, the Employee shall pay a contractual penalty amounting to one gross monthly salary. If the infringement consists of a capital participation in a competing company of the entering into a continuing obligation, the contractual penalty shall be triggered anew for each month in which the capital participation of the continuing obligation exists (continuing infringement). Multiple acts of infringement shall trigger separate contractual penalties, if necessary several times within one month. If, on the other hand, individual acts of infringement take place within a continuing penalty for the continuing infringement, they are included in the contractual penalty for the continuing infringement. If several contractual penalties are triggered, the total amount of the contractual penalties to be paid is limited to six times the gross monthly salary. (7) Further claims for damages and other legal claims of the Employer remain unaffected. Due to very vague phrase direct or indirect competition, I can assume the worst: that a lot of other companies in the industry could be considered as a competitors. So in the case of changing the position, there is a high chance I will need to stay 3 months unemployed. 3 months gross salary fee is not an option I will get a Blue Card with this contract. EU Blue Card allows to search for a new job for 3 months (with notifying the authorities about quitting the current one). My question is, does the EU Blue Card allow to deliberately have a 3 month period between working contracts? I'm considering the next scenario: Work at company A and have a Blue Card. Search for a job in another company B while working in company A. Sign the contract with company B, in which my employment begins at chosen quitting date + 3 month. Quit company A at chosen quitting date with signed new contract in my hands. Go to the migration office and notify them, that I quit Company A and I already have new contract with Company B. Does the Blue Card regulation allows to do that?
Get a lawyer. That employer is skating on very, very thin ice. You can’t have a non-compete agreement in Germany at all without the employer paying reasonable compensation. What is reasonable is decided by courts, but half your last regular salary is not “reasonable”. Especially if this would endanger your status of being allowed to work in Germany. If you were a non-German EU citizen, any non-compete agreement would be immediately invalid because it violates the right of free movement; how nonEU citizens are affected, I don’t know. The rest of the agreement seems quite illegal to me. I would think that any good employment lawyer would love to take your case.
Under UK law what kind of payment is it? Is it the same thing as a bonus? Essentially yes What rules apply? Assuming the employee is standard PAYE then the money will be subject to tax and NI the same as any other lump sum salary payment. For example, can an employer do as they wish? is it entirely dependent on what's in the contract? is it legal to give to everyone except those working their notice period? Things like this aren't typically specified in a contract - and as such are almost completely discretionary. They can exclude people working their notice period, people who have less than a certain amount of time employed etc. What they can't do is exclude people based on protected characteristics - they can't say &quot;Only women get this&quot; or &quot;Only white people&quot;.
You asked about other jurisdictions. As you'll probably be aware (from cases like EU vs Microsoft and EU vs Google) European countries and culture tend to have much stronger protection laws for consumer and employee rights than the US does. In the UK you could make a strong case, although such cases are not often undertaken. The current legislation is Part 2 of the Consumer Rights Act 2015, but the unfair contract terms clause goes back to at least the Unfair Terms in Consumer Contracts Regulations 1999. Basically the law protects a person in a situation where disparity of size and bargaining power have led to unfair terms in a contract (typically a large company offering "take it or leave it" standard terms) - and specifically if they create a significant disparity in the parties rights and obligations. In such a situation the company which drafted the terms alleged to be unfair must show they are reasonable. A list of common terms likely to be seen as unfair is provided. (Employment terms are covered by other laws but also aim to prevent abuses due to inequality of contracting power) A company which sold a product like Windows 7/8/8.1 and then later said "we are changing our terms of support and forcing you to upgrade" (especially to a different product the user may not want, or a product that is maintained in a different way),would almost certainly be at substantial risk of falling foul of this. It wouldn't matter if it was done by not providing the support/patches as originally implied (by custom or normal expectation) or as agreed in an explicit statement of support life cycle, or by saying "we have the right under the contract to do this", or by forcing what is essentially a change of product to get the updates. It also wouldnt matter how big they are, nor whether or not the user had already agreed "because I felt I had no choice". The law is there specifically to protect against abuses like this, so it is drafted to catch companies who try to find "wriggle room".
Jurisdiction has not been provided, so I've written a general answer: Not necessarily; often, such provisions clauses will have their own expiration dates, for example "for five years after signing, X", with X still being valid after cancellation up to 5 years(so if you cancel after 3 years, X is still valid for 2 more years), or "for two years after cancellations, Y"(especially common with non-compete clauses) where the time-limit of Y starts when the contract is cancelled. Other clauses are meant to indeed be enforced forever, such as some non-disclosure, non-disparagement, or indemnity clauses. For example, an indemnity clause in a contract that prevents a party from suing the counter-party for work done under the contract would be pointless if it could be bypassed by a party terminating the agreement. There are lots of legal limits, based on the terms of the provision, and its nature, all governed by the contract law of the jurisdiction under which the contract was drafted under and/or is governed by (this is generally obvious, except for some cross-border contracts, which generally will have a declaration as to whose laws apply). It is not inherently abusive, but can certainly be abused. What is considered abusive often varies from jurisdiction to jurisdiction (not only on this issue, but on legal issues in general). It depends on the jurisdiction, and generally on the terms of the provision itself. If the court asked to enforce the terms of the agreement feels that the provision is illegal or abusive, they won't be enforced (and possibly the entire document declared null and void, depending on the central-ness of the illegal or abusive provision; some provisions specifically state that invaliding the provision doesn't invalidate the whole contract to try to prevent this). If they don't feel the provision is illegal or abusive, they will generally enforce it.
Could the victim report this as fraud, theft or some other related crime? They could, but it's unclear whether they would be successful. A criminal conviction would require intent on the part of the company or an employee, and that will probably be difficult to prove. In a big system like this, individuals can usually claim misunderstandings and errors of omission, which makes such a proof difficult. They could try to establish criminal corporate liability, but again this is difficult to prove. So while possible, it's probably not worth it. Would the answer to the previous question differ based on whether the victim was eventually able to recover the money through litigation or by disputing the charge with their bank? Probably not. For a criminal conviction, it's necessary to prove that the company or an employee deliberately took money they knew was not theirs. Whether they later gave it back is not relevant for determining guilt (though it may reduce the sentence). Would the company itself or the specific employees involved be liable? In principle, both could be held liable. Again, this depends on what can be proved in court. Would a binding arbitration clause in the contract have any effect on criminal liability No, arbitration clauses cannot protect from criminal liability, only from civil liability (within limits). Off-topic: The fastest way to resolve such situations is usually to write one stern letter explaining why you are owed the money. If that does not work, sue them - if the situation is clear-cut, you will most likely win, or the company will settle. Many jurisdictions have simplified court proceedings for clear cases like this, for example the Mahnverfahren in Germany.
In germany, this is called Friedenspflicht. Both employers and employees (and their unions) are required to refrain from strikes and lockouts in disputes on issues which are covered by a currently valid collective bargaining agreement. The agreement may also stipulate that there will be no labor actions on issues which are not covered, as long as the agreement is in force, but that is not necessary. Example: There is a collective bargaining agreement on wages, which is still running. Strikes for higher wages are prohibited. Strikes to get better staffing for the night shift would be allowed, if the agreement doesn't say how many employees should be on duty even during slack hours.
For a definite answer, Bob should ask his tax advisor. German freelance status (&quot;Freiberufler&quot;) is a bit difficult to navigate, because legally speaking, this status can only be applied to contract work that requires a university degree, everything else is a regular business (&quot;Gewerbe&quot;) that is taxed differently and requires you to join the chamber of commerce. This has become a bit murky as there are freelance software developers without a degree (who should be careful about using the word &quot;engineer&quot;) and the tax office seems to accept that, but I'm not entirely sure they are as lenient towards entertainers (which YT would fall under). The way I understand the Blue Card FAQ, freelancing is not allowed for Blue Card holders, I'd consider that the bigger problem (but that's an immigration issue, not a tax issue).
A noncompete clause is a section of a contract whereby one party agrees not to compete with another party. These agreements are usually (always) limited as to time, geography, and scope. In other words, if you had a dog-walking business in your neighborhood you might like to hire someone to help walk some dogs. You'd like this person to agree not to compete with you. You charge people $10 per walk and you pay this person $5 per walk so you want to stop them from walking your customers' dogs for $7. In order to get the $5 per walk from you, your employees agree to not go into the dog walking business in your neighborhood for one year. Cat-sitting? Fine. Walking dogs in other neighborhoods? Fine. Walking dogs in your neighborhood 12 months and one day after they stop working for you? Fine. The reason for the limitations is that judges throw out agreements which are too restrictive. You could not require that a person agree to never walk a dog ever again. You could not stop a person from from walking a dog anywhere in the world. You could not stop a person from working any job for any of your customers. The laws about restrictiveness are unique to each state so that's why people recommend that you talk to a lawyer. Judges honor the work you've done to build a customer base and will allow you to protect it, but they're not going to let you keep your people from ever working in the same business again. The non compete describes the limits of the protection. You need to make sure that the code that others create for you in your employment is yours. It's always a good idea to get the specifics in writing just in case something wacky happens where it looks like someone other than you might own work created while working on one of your projects. The water gets pretty muddy when people are working on their own time with their own tools, it could be very easy for them to argue that they created a thing for their own use and provided it to you for your limited use but that they otherwise own it. This is not a noncompete. It's an ownership clause, aka an IP clause.