Can I temporarily work remotely in a different country than my residence/employer? I currently work fully remotely as a full-time employee for a US company. The office is closed with no plans for anyone to return until at least September. I was thinking of working from home in a different country (within the same timezone) for ~2-3 weeks. I would go to this country 'on vacation' (from a customs/immigration perspective) and then would WFH there for the duration. I intend to tell my company this plan; do they have any grounds to tell me no?
At-will employers can fire you for almost any reason or no reason at all, aside from a few protected reasons for termination (defined by things like gender, race, religion, disability, etc.). &quot;Employees who want to work remotely from another country&quot; is not a protected class of individuals, so the company could almost certainly fire you for this with no repercussions whatsoever. Whether they will or not is an different question that's entirely dependent on your specific situation, but in general, US at-will employers have a very wide latitude to &quot;tell you no&quot; by simply firing you. All you can do is ask your manager. If they say no, then the answer is no. They do not require any &quot;grounds&quot; or justification for their decision.
I don't think so. When it comes to wages, there may be a Tarifvertrag (union-negotiated wage schedule), which may apply even if the employee in question is no union member. It is enough if the employer is member of the employer's association negotiating the schedule, or in certain other cases. (Clever, really, by extending union benefits to non-members they weaken the unions ...) The Tarifvertrag stipulates minimum wages for certain positions, and it may define those positions implement that. An employer could not underpay a skilled machinist by calling her a 'gadget specialist' or similar non-scheduled position. But the deputy department head is likely paid above the highest bracket of the wage schedule, called außertariflich (AT, beyond the schedule). At this level, it comes down to individual negotiations between the employee and employer.
It does not really matter exactly how the employer chooses to count working hours. However, the Fair Labor Standards Act (FLSA) requires, among other things, that the employee is at least paid the official minimum wage for each hour worked, and gets overtime pay for >40 hours per week. The Act also defines what counts as "hour worked" for these purposes. The Fact Sheet # 79D from the U.S. Department of Labor gives more details about what counts as "hours worked" for domestic services under the FLSA. The general rule is that all time during the shift counts, whether the employee is busy or not: Generally, when an employee is “on duty” (that is they must be in the home and prepared to provide services when required), they are working. The only exception is that time spent sleeping may be deducted under certain circumstances: In some circumstances, an employer may exclude up to eight hours an employee spends sleeping at the worksite from the time for which an employee must be paid. The rules are different, depending on whether the employee permanently resides at the place of work ("Live-in employee), has shifts of >=24 hours or shifts of &lt;24 hours. In your case the shift is >=24 hours, so the rule is (see page three of the document): Up to eight hours of sleep time may be excluded from hours worked, provided that: sleeping facilities are available the employee can usually sleep at least five hours without disturbance the employee agrees to exclude sleep time Even then, interruptions of sleep for work must be paid, and if the employee get &lt;5 hours sleep during a given shift, no exclusion is possible. So in summary: For calculating hourly wage and overtime pay, the employer must count at least 16 hours for each 24 hour shift, and more if the employee cannot sleep for eight hours during the shift. It probably does not matter that the employer calls it "12 hours worked", but your mother is entitled to at least "minium wage x 16" for each shift worked, and is entitled to overtime pay (at least 1.5 times minimum wage) if she works more than two shifts per week. If the shift is ever reduced to less than 24 hours, even sleep time may not be excluded.
You'd have to look careful for example at the Taiwanese law. Does it disallow companies in Taiwan to hire minors, or does it disallow minors to take jobs in Taiwan? In 99.99% of all cases the effect would be the same, but in this case the minor is in Taiwan, and the company in the USA. If their law disallows minors to take jobs, then the matter is clear. If it disallows companies to hire minors, then there is the question if the US company hiring a remote employee is covered by this or not. On the other hand, if employment is against Taiwanese law, how can they enforce it? Normally enforcement is against the company, not the minor.
If it is a business expense, yes It depends on the nature of the &quot;job&quot;. If you run a business based in the UK and the job is a contract to your business, then the costs involved in performing the work are tax deductible. If you are an employee and the base location of your job is in France, then these are personal expenses and not tax deducatable.
What legal options do I have here? It depends on how much you are owed. If it is less than $5000 (in a city court) you can sue them in small claims. If it is more than that, you'll have to sue them in a different court. Do I have a claim to salary if I quit? Yes, absolutely. You quitting does not relieve the business of its obligation to pay you for work you have already performed. In some states, they may also be required to pay you for accrued leave (sick/vacation time). You should not have to work for a company that does not pay you, we got rid of slavery a long time ago. I'm nearly positive I would not have a claim to the 100% discretionary bonus. Maybe, maybe not. This depends on your contract and what you've been told. If you were told (in writing) that you would be given $X amount for a bonus for work performed in 2018, the bonus may no longer be discretionary because the company obligated themselves to pay it via a promise. Bonuses may be harder to argue in court, but if you have sufficient documentation that you were promised this bonus then you may have a claim to it. If you do decide to go to court with this, gather up as much documentation as you can before quitting, print it out and save it to bring to court or to your lawyer. Make sure to get as much as possible, for example if it is an email, get the whole chain, as much of the headers as possible, etc. If you have voicemails, see if you can save them or record them for later. Do not wait too long, have a lawyer draft up a demand letter the moment you quit outlining exactly everything you are owed, including the bonus, vacation, sick days, etc. Deliver this via certified mail. Don't let them say "well we'll get you taken care of next week/month/pay day". There are statutes of limitations (I don't know what they are for NYC) but you should be making an effort to collect, not waiting on them. After you quit, they don't have an incentive to pay you anymore (even though they are legally obligated to).
If an employee takes home information that his or her employer considers confidential, that would be a matter of company policy. The employer could discipline or fire the employee if it learned of the incident, and chose to act. If the information is considered to be a trade secret, or part of one, disclosing it or mishandling it so as to risk disclosure could be a crime under US law. However, only in unusual cases is criminal action taken on such matters, normally it is left to civil lawsuits or internal company action. I do not know if Canada has a similar law.
The answer is &quot;it depends,&quot; of course. An asylum application may be considered less credible if the applicant entered as a tourist. The applicant would have to explain what changed between the time of entry and the time of the asylum application. (Perhaps a change of government at home? The start of a civil war?) Many countries expect applications for a work permit to be made from outside. Such an application may take much longer to process than a tourist visa, which makes the stay as a tourist problematic. On the other hand, there are countries which allow some tourists to file immigration applications. For instance, Canadian citizens and some others can apply for a German residence permit while they are in Germany.