Protection in international law against employment termination following mass political strike? The &quot;High Follow-Up Committee for Arab Citizens of Israel&quot; has called for a general strike today, a call which has been heeded widely - but almost entirely by Palestinian Israelis, and even among them not universally. Some employers have warned their employees that if they do not come to work today, their employment will be terminated immediately. Now, this is likely unlawful termination by Israeli labor law - but that's usually not enough to get you reinstated; rather, the courts usually award compensation/damages to the employee. I was wondering, though - regardless of Israeli labor law - is there any relevant part international law - e.g. in the forms of treaties or agreements - under would help such employees keep their workplace? I'm specifically interested both in law that is binding in Israel and law which is non-binding in Israel (e.g. a treaty it hasn't signed).
The International Covenant on Economic, Social and Cultural Rights agrees in Art. 8 that The States Parties to the present Covenant undertake to ensure...(d) The right to strike, provided that it is exercised in conformity with the laws of the particular country. &quot;Exercised in conformity with the law&quot; does allow some restrictions on striking. In the US, the NLRB sets rules governing legal vs. illegal strikes, for example a strike in the face of a no-strike contract provision, or a strike to compel an employer to fire an employee who doesn't pay union dues when no union-security agreement is in effect. So you would have to look at the labor law of Israel to see what strikes are legal vs. illegal, and that also requires looking at individual union contracts. Theoretically, a nation could enact a law authorizing any one-day strike as a form of political protest, but there is no such law in Israel as far as I can tell (this article introduces the various relevant laws of Israel). The point is that international law on this point requires corresponding national law, as state above. ICCPR does not create a special right to conduct political strikes against a third party.
All employees in Australia are covered by state-based Worker’s Compensation insurance. This is the workers’ guide for NSW. In theory, your loss of income and medical expenses should be claimable. However, as it seems that you did not follow the required procedures, in practice, you may find it a bureaucratic nightmare. First, you needed to have been seen by a registered Australian doctor and receive a Workers Compensation certificate to get the ball rolling. Do you have evidence that the injury occurred at work? Second, benefits are suspended if you leave the country. There may be exemptions for temporary workers but I am unaware of them. Contact the authority responsible for workers compensation in the state you were injured.
Is a firm required to arbitrate disputes arising after the expiration of employment contract? The wording of this question is problematic. From your description it is doubtful that the contract truly expired at the end of the first year. It is valid for a contract to encompass multiple phases with different provisions specific to each phase. Providing that &quot;[a]fter the first year the employee may continue working for the company, until terminated, as an at will employee&quot; is different from expiration of the contract at the end of the first year. The contract simply outlined what happens before and after that point in time. The employer's allegation that the contract expired at the end of the first year is inconsistent with outlining in that same contract the nature of the parties' continued relation after the first year. Said nature of the employment relation should have been outlined in a separate contract in order to preempt an interpretation of there being one same/ongoing contract. The employer's allegation is vague and untenable also in a scenario where the employer terminates the employee within the first year. The employer's allegation seemingly implies that the employee's deadline for arbitration proceedings expires at the end of the first year. That would give the employer the opportunity to evade the arbitration clause by choosing a timing that de facto prevents its employee from enforcing the clause. Questions regarding arbitration are unanswerable without knowing the exact terms of the relevant clause(s). Just like the contract provides a transition from fixed term employment to at will employment, it is possible --but not necessarily the case-- that the arbitration provision is applicable only to some of the phases that the contract encompasses.
It probably depends on whether the employer is covered by a relevant non-discrimination statute. Most employers in the United States are covered, but some are small enough to be exempt. Federal law exempts employers with under 15 employees and religious organizations. There might also be a relevant state law. It also would depend upon whether the EEOC or a court found that "be blessed" was a compelled religious statement in violation of a worker's beliefs, and whether allowing the worker not to say it would be a "reasonable accommodation." This is a strong case, and I suspect that the worker would win on both counts but it isn't a completely open and shut case. There is arguably a secular meaning to the word "blessed" and a court could conceivably find that there is a legitimate and indispensible business purpose for insisting that every single person in the worker's position need to make this statement, although I doubt that a court would do so.
Unfortunately, you are probably not entitled to the redundancy / severance money since you weren't technically ever made redundant / laid off - there was no point in time where you were willing and able to work where they refused you, and I presume you were paid for all time worked. If you're concerned that they only changed their tune because they knew you had a better job already lined up - well, you can call their bluff or just use it as a learning experience. In what jurisdiction do you work? If the US, you could call their bluff, say you'd rather stay and see what they do. You would then keep the option of simply walking away with your stuff in a box any time you felt like it (assuming at-will employment and no contracts that state otherwise).
Does this mean that if the employee leaves the company, and then creates or gain an intellectual property right, does the company own that right ? No. The reference to &quot;the future&quot; pertains only to the IPRs of inventions that ensued in the course of his employment. Even if the employer alleged that the clause also encompasses post-employment creations and/or post-employment acquisitions of IPR, such extension would be unconscionable (and therefore null and void).
I am not a lawyer. I am not your lawyer. The Labour Program has issued an interpretation on the definition of "wages", and specifically includes commission. In section 166: “wages” « salaire » “wages” includes every form of remuneration for work performed but does not include tips and other gratuities; and in Section 183: “vacation pay” « indemnité de congé annuel » “vacation pay” means four per cent or, after six consecutive years of employment by one employer, six per cent of the wages of an employee during the year of employment in respect of which the employee is entitled to the vacation; And assuming that the employer and employee are, in fact, in an employee-employer relationship, it is likely that he/she will be entitled to 4% of the wages during the year of employment, including commission.
Federal law isn't yet settled on whether employers can discriminate based on sexual orientation (see the other answer), so instead let's take a look at Michigan state and local laws: Based on my reading of this Wikipedia page, it appears that the 1967 "Elliott-Larsen Civil Rights Act" (pdf) has, as of 2018, been interpreted by the Michigan Civil Rights Commission to prohibit discrimination on the basis of sexual orientation or gender identity. So, yes, if the company qualifies (looks like there are some exceptions for certain "private clubs" and religious organizations), it appears to be a violation of Michigan law to discriminate on the basis of sexual orientation for hiring and/or employment decisions. I'd also encourage you to take a look at this list of Michigan cities/municipalities that have passed additional protections for gender orientation. If your business is any any of those areas, you might be subject to more restrictive laws. Regarding an employee who refuses to work with a gay coworker, I'd strongly recommend consulting with a local attorney; my suspicion is that taking action against the gay coworker would be illegal, firing or disciplining the complaining employee would not. (I'm not an attorney, this is not legal advice, I'm just a dude who knows how to read Wikipedia, don't taunt Happy Fun Ball, etc...)