Is it illegal for an employer to send the W-2 statement of the employee to an accountant (contractor) from a third-party firm? Is it illegal for an employer to send the employees' W-2 statements (of the employee without their permission) to the accountant (who is a third-party contractor) for the purposes of making the accountant having an easier time with reconciling the books?
The employer may provide salary information, including a W-2, about an employee to an accountant, whether that accountant is also an employee of the employer, or an independent contractor hired by the employer. Normally a contract (or a company policy) will impose a duty of confidentiality on the accountant. If no such duty is explicitly imposed, there is quite likely an implied duty of confidentiality.
could they make a realistic claim that I had voluntarily terminated my contract before the year was over? The employer's act would forfeit its entitlement to reimbursement of bonus. The clause clearly indicates that the triggering event is termination, not the anticipatory notification thereof. Furthermore, the employer's act would be a breach of the [contract law] covenant of good faith and fair dealing. That would be in stark contrast with your compliance with, and/or kindness in, giving a two-week notice. The employer's termination of your employment seems improper in equity insofar as it was aware of your notice and thus took advantage thereof.
Some kinds of companies (e.g. freight shipping companies and banks) often do have those policies. The real issue is not whether those policies are permitted, but what the consequences are for breaking them. The fact that a company forbids its employees from exercising a legal right doesn't mean that the employee ceases to have that legal right. It simply means that if the employee exercises that legal right, then the employee has breached the contract and may suffer the consequences for breaching that contract. Violations of those policies are grounds for termination from employment, and this would probably not be void as a matter of public policy. For an employee at will this is really pretty meaningless, although it could conceivably affect unemployment benefit eligibility. But, for a unionized or civil service employee who can only be fired for cause, this is a big deal. But, in theory, a company policy does not impact the tort liability or the criminal liability of the individual engaging in legally privileged self-defense to anyone. This is because two people can't contractually change their legal duties to third parties with whom they are not in privity (i.e. with whom they do not have a contractual relationship). And two people also can't contractually change the terms of a country's penal laws. The policy may be a defense of the company from vicarious liability for the employee's use of force in violation of the policy that gives rise to civil liability for the employee because the grounds for authorizing self-defense were not present. If the employee using force did so wrongfully and was sued for negligence rather than battery, the existence of the company policy might also go to the issue of whether the employee was acting negligently since a reasonable person in the employee's shoes might have been less likely to wrongfully use force in purported self-defense if there was such a policy than if there was not such a policy (and instead there might arguably have been a legal fiduciary duty as an agent to protect the property and workers of the principal in the absence of the policy).
No enforceable contract can contain illegal clauses and work Contracts can not remove some rights and never can bypass obligations. Talking to the police at times is a requirement by law, as is taking to the labor board. Responding to a subpoena is legally forced by the court. An NDA might limit the amount what you can say, and a contract might limit who you can sue, but can not ban you from suing at all. In germany, a contract that tries to curtail such requirements would be Sittenwidrig and make all clauses that try to limit the rights fully Void and nill ab initio - in fact, it can be used as evidence against the drafting party that they tried to do so. So to stay legal and keep the clause working in the limited fashion where it is not demanded, the clause cuts the contract to explicitly exclude such situations.
I assume that you arranged a contract with some company which paid the contractor the full amount, and not you have to pay that company. If you stop paying the finance company, they will initiate legal proceedings against you to make good on your obligation, and that won't affect what the contractor does. It might not hurt you to write a formal letter (no phone calls) to the contractor stating that you require them to complete the job by some date certain, and hope that you won't have to take the matter to court. If you decide to write the letter yourself, you want to avoid saying anything that could be held against your interest, for example "I don't care how crappy a job you do, I just want this job done!": you need to be sure that what you say in a letter does not put you at a legal disadvantage. The best way to guarantee that is to hire an attorney to write the letter. If you want your money back (plus interest), you will almost certainly need to hire an attorney to write the letter. It is possible that there is an arbitration clause in your contract, requiring you to settle disputes with the firm Dewey, Cheatham &amp; Howe. In that case, your attorney might not be able to do much for you. There cannot be a clause in a contract that penalizes you simply for hiring an attorney.
It's not clear exactly what you're asking, when you say "the company I work for" – i.e. are you asking "can they fire me?" (almost certainly they can, even if their TOS thinking is legally misguided – unless in your country there are laws that prevent firing employees). To be certain, you need to hire an attorney who is sufficiently savvy about web page technology that they can accurately judge what you are doing, and whether you can fruitfully resist their demands. You seem to be skeptical of their position because you are "not affecting their servers in any way". The TOS is not about affecting their servers, it is about affecting their intellectual property. It appears that your code does a number of the prohibited actions such as and perhaps most importantly "modify". If you have distributed a program that allows users to modify company content on their own computers, then the user might be in violation of the TOS, but not you (since you're not running a server that redistributes). However, I am betting that in order to create and test the program you had to violate the TOS. Additionally, you could be vicariously liable for the infringements of others, especially if this program can only be used to infringe on copyright, and you know this fact. That is pretty much the end of the legal part. As for how you should respond, your attorney, and not Law SE, deals in recommendations.
You need written permission from the second employer That’s a condition that the second employer (but not the first) has imposed on you. It’s not a complicated interpretation.
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.