Can I sign multiple job contracts with different German companies? I'm from a non-EU country, I have received some Job contracts from Germany. Is it possible to sign them all, so in any case, I will not be without a contract if I lose one? What is the legality behind doing that? And what if I want to cancel a contract: do I need to send them my resignation but they still need to accept it. Thanks
Don't do it. It is of course breach of contract when you signed a contract with no intention to fulfil it. However, you are talking about Germany. German employers take a very dim view of this. While a UK employer would say "good riddance" and do nothing, many German employers would see that as a personal insult. It's something that you just don't do in Germany. There's a good chance that they will do what they can to make you miserable if you do this. For example, inform authorities that you just cancelled your contract which may get a visa cancelled. Or tell the company that you want to start with, which will also take a very dim view of this. Or sue you for damages, not because they want to get the money, but to make you miserable. On the other hand, if they send you a contract, and you sign it, you have a contract.
If everyone hired after date X has a different contract from anyone hired before that date it is not discriminatory. (As long as they do nothing naughty like changing the contract, hiring three black people, changing the contract back).
Your employer is most likely bluffing. It is better to be fired than to quit voluntarily. The problem with quitting voluntarily is that you won't get unemployment benefits (Arbeitslosengeld I) for a while. So don't quit voluntarily if you aren't keen on living from savings for three months. If you want to quit, get another job first. (You should get another job anyway instead of working for a toxic employer.) Your employer can only terminate your employment under certain circumstances, and with certain notice periods. Germany is very employee-friendly. Your company's establishment is currently large enough that the Kündigungsschutzgesetz (KSchG) applies. To be clear, it doesn't matter how large the company is overall, only how many employees there are in the office, shop, or other place of business. Part-time employees are counted partially. Contractors are counted as well. The KSchG fully applies if there are typically more than 10 (11 or more) employees. The KSchG does not apply to company leadership, e.g. C-level executives. Under the KSchG, the employer can terminate employment for one of three reasons: reasons in your person, reasons in your behavior, and operational reasons Personenbedingte Kündigung: Your employment can be terminated for reasons in your person if you are unable to carry out work in the future, for example if you need sick days so frequently that this puts an unreasonable burden on the employer. It is generally impossible to use this reason without the normal notice periods. Verhaltensbedingte Kündigung: You can be fired for reasons in your behavior if you committed some gross misconduct. Typically this requires an Abmahnung (written warning) so that you have opportunity to cease the problematic behavior. For example, you might get an Abmahnung the first time you skip a shift, and get fired the second time. In especially severe cases of misconduct, it is possible to skip the Abmahnung and/or the notice period and to fire an employee on the spot. For example, this might happen if you embezzled funds or stole your employer's property, even if the monetary damage was very small. As such dismissal with cause stems from your behavior, you would not get unemployment benefits for three months. Betriebsbedingte Kündigung: If the company has to downsize for economic reasons, it can lay off workers. However, the employer must apply social criteria for selecting the employees to lay off. Factors are: the length of employment, age, support obligations for children or other dependents, and disability status. That is, a young, new, childless and able-bodied employee is more likely to get axed. If you have a union (Betriebsrat) they can veto a termination in certain cases. These criteria can be clarified via collective bargaining agreements, but cannot be circumvented in an individual contract. So your employer will not be able to find any error in the contract that will allow them to fire you. The best they could do is to go really carefully over your application and paperwork to find any misrepresentation, and use that as the basis for a Verhaltensbedingte Kündigung. However, it is quite unlikely that they will find a misrepresentation so severe that it could serve as grounds for firing you without notice. Minimum notice periods are given in law. The minimum is one month notice. Your contract cannot have a shorter notice period in your context. In case of a dismissal for exceptional reasons (e.g. theft), no notice period is necessary. If you are terminated, go to a lawyer. You only have three weeks to file a lawsuit. Contacting the lawyer should be the second thing you do after getting fired, with the first thing being the registration with the Arbeitsagentur to start the clock for unemployment benefits. If your employer is making unprofessional threats like claiming that there could be a “critical error” in your contract, it is quite possible that the termination notice could be deficient in some way. If the dismissal was improper, a court can award compensation (lost wages) and reinstate the employment, though this is unlikely to be desired. Your wage from subsequent jobs (or wages you could have earned if you had looked for a job) will be subtracted from the lost wages. To summarize this large text dump, firing an employee is difficult unless the employee does something very stupid like stealing from the employer. Therefore: reasonable employers that want to get rid of an employee don't look for errors in the contract. Instead: They watch you very closely to find any behavior that merits a written warning (Abmahnung). This builds a case for a termination with cause. They offer an agreement to terminate the contract (Aufhebungsvertrag). With such an agreement you mutually terminate the employment. You won't get unemployment benefits for three months since this was your decision, so typically these agreements provide for generous compensation. A reasonable employer knows that paying for the notice period + additional compensation is cheaper than dealing with an unhappy employee + a potentially invalid termination + a prolonged legal battle. Of course, less reasonable employers resort to bullying to get you to quit yourself. This is cheaper than paying compensation with an Aufhebungsvertrag.
Yes this is possible, no this is not simple. You are eligible to work as a Freelancer in Germany if you're from an EU/EEA member state. Your nationality is not relevant beyond that. When you start your freelancing, you must inform your employer/university. This is important for two reasons: you may not compete with your employer, and your effective tax rate depends on your predicted total income for the year, which they need in order to withhold the correct amount. (Don't worry, any discrepancies will be resolved with the tax declaration.) In Germany, self-employed work is either gewerblich or freiberuflich which has numerous consequences. This depends on the type of activity. Consulting and activities that require a completed 5-year diploma are generally freiberuflich. But e.g. software development has unclear status. This is ultimately the decision of the tax authority. You might have activities of both kind, but this complicates your accounting. When you start a gewerbliche activity you must register with the Gewerbeamt, and list your fields of activity. Make sure to register as a part-time freelancer, not full-time. In any case you must notify the tax authority through the Fragebogen zur steuerlichen Erfassung, which you should fill through the online Elster system. This will include your income projections and offers some important choices. If your income from freelancing is below a certain threshold, or if you are purely freiberuflich, your (now mandatory) tax declaration is simplified (EÜR). You will not have to do professional accounting. If your activities are gewerblich and your income is below a certain threshold, you do not have to pay business tax. Kleinunternehmer-Regelung: If your income is below a certain threshold, you can opt-out from collecting VAT within Germany. You can always give up Kleinunternehmer-status, but you can't easily return to it. Otherwise, you may request a VAT-ID (UstId). You will then have to regularly pay advance VAT, typically monthly. You can offset any VAT from business expenses that you paid. Tax rules are complex, and depend on the country where the service is rendered – generally, the location of your client. For your services in other countries, you may have to register in that country, or you may fall below their thresholds. The following cases can be discussed more specifically: You can only list VAT on your invoices if you have a VAT-ID. If you have a VAT-ID, you must collect VAT within Germany and for B2C sales within EU. For sales of digital items to consumers in other member states, you may have to use the MOSS system. For sales within the EU where both parties have a VAT-ID, the reverse-charge mechanism is used and the recipient is responsible for paying VAT. For sales in non-EU countries no VAT applies, but you have to follow the local rules. For sales in the US, the tax agreement between the US and Germany exempts professional services from US income tax as long as you perform the services remotely. You will have to send your client's accountants IRS form W8-BEN to document this. However, state-level taxes can still apply. For any income that you get, you should have issued an invoice. The exact details are documented elsewhere, but important aspects are: Your and your client's identity Your VAT number if you have one, your tax number otherwise (but not your personal tax-ID!) A sequential invoice number that will stay unique during your business, e.g. just count from 1 or restart yearly like 2019-1 A date VAT payment if you have a VAT ID, otherwise a notice why no VAT is due. In your tax declaration, you will list income from self-employed work separately from income from employed work, even though it is taxed together. You will have to prove your freelance income, generally through form EÜR. The tax authority may request your invoices and your bank statements and receipts for any expenses. It is therefore recommended but not necessary to open a separate account for your business activities. If you are freiberuflich then most banks welcome you, for gewerbliche activities only one or two banks offer free accounts. Besides tax issues, you must also consider health insurance and retirement plans. As long as your freelancing is only a side job (Nebenerwerb) this is fairly simple. You will have to inform your health insurance about your freelancing. They will need an income projection to calculate your premiums. If your total income fluctuates a lot, you should try to get your premiums calculated individually for each month. This generally doesn't matter if you have private health insurance as they use a flat rate. At this point it should be clear that freelancing is not necessarily trivial, mostly because VAT is a concern. You should therefore look for help: a tax advisor can help you navigate the German tax system, at least for your first tax declaration. dealing with tax issues might require professional help from an accountant, e.g. how to manage VAT and how to correctly apply a tax treaty. most universities have things like founder-workshops. While geared towards first-time full-time self-employed people or startups, there's still a lot of valuable information there.
Nah, you can't. First of all, you can't require the other party anything until you have a contract. They owe nothing to you. Once you've got an offer from them (i.e. a written contract they offer you to sign), you can ask them to clarify the terms as much as you wish — until they get bored and withdraw the offer. You also can make counteroffers: draft your own contract instead and offer them to sign. (Note that by doing this you kill their initial offer i.e. you can't accept it anymore unless they offer it again). Misrepresentation (let alone fraudulent) is not relevant until proven. Lack of clarity or complex legalese language is no misrepresentation.
As far as I can see this means that I sign away any rights I currently have to any IP and also that I sign all rights to any IP I create whilst working for the company. The hiring manager says that I have this wrong and that it only means anything related to work that I would undertake during my employment with the company. Based on the quoted language, the hiring manager is correct. The key phrase is &quot;all rights to all material created in the course of your employment with the Company&quot; This means things created as part of your new job. It does not mean copyrights or other IP you now own, nor does it mean rights to things you create outside of work hours, unrelated to your job, not as part of any work assignment, and not created on work premises or using work equipment. You might want to confirm this by talking with a local lawyer with some IP experience and some employment law experience. A one-time consult should be available at a fairly small cost. The section about &quot;whether now existing or created in the future&quot; refers not to existing IP, but to existing kinds of IP and existing laws. If the UK should pass a new &quot;algorithm rights &quot; law next year, this language attempts to make sure that such rights are covered without needing you to sign a revised contract. Note that this phrase occurs as part of the definition of the term &quot;Intellectual Property Right&quot;, and it is limited by the phrase &quot;in respect of the material created by you in the course of your employment.&quot; A contract that attempted to claim all existing IP you may hold that is unrelated to your employment, or one which tried to claim IP having no relation to your future employment might be held void as against public policy. In any case, if it was ambiguous, any such ambiguity should be resolved against the drafter of the contract (here the company) and in favor of the other party. A separate email might be taken into account as showing what your &quot;meeting of the minds&quot; was with the company insofar as the contract language is ambiguous. It will not, however, be effective in changing the plain meaning of the contract.
From point 4: transferring all rights and obligations of Company A to Company B Among those rights and obligations are the rights and obligations arising from Company A's agreement with Employee. Employee is therefore still subject to the agreement, which is enforceable by Company B. If the agreement is carefully drafted, it will make explicit mention of Company A's &quot;successors in interest&quot; or some similar phrase or phrases. Even if there is no mention, the rights and obligations associated with this agreement will transfer (perhaps unless the agreement explicitly provides that they will not, but, let's be realistic, of course it does not so provide).
The &quot;Severance Agreement&quot; is a contract between the company and you. It spells out what the company will do and probably what they expect you to do going forward. Simple enough. The statement you referenced merely says that you are not being forced to sign the agreement. That's all. You don't, presumably, have the option of remaining employed at this company but you DO NOT have to sign this agreement. But if you don't, it's likely that any benefits being promised in the agreement will not be delivered to you. So specifically in answer to your questions: It protects them against a claim that they somehow forced you to sign the agreement. Likely anything that the agreement says the company will do such as pay you a certain amount of money and the like. Bottom line is that if you don't like the agreement, don't sign it. If you want the benefits they are promising in the agreement, then sign it and move on.