4 ms·

I can’t speak for individual countries (though you seem to be right about the legality in Germany) but in general this is incorrect: My previous employer (a Eur

by klmr 9y ago

I can’t speak for individual countries (though you seem to be right about the legality in Germany) but in general this is incorrect: My previous employer (a European intergovernmental organisation) had explicit, written rules against superiors dating their subordinates (they weren’t always enforced but that’s a different story).

therealmarv 9y ago
may I ask in which country did you worked? An German company can also have this rules... but not inside Germany of course ;)
- klmr 9y ago
  Since it’s an intergovernmental organisation, the country of residence isn’t relevant: it’s not bound by local law. In fact, the company I’ve been working with has outstations in five different European countries, and all outstations have the same rules (and some of these rules explicitly contravene local law! — because labour law in the host countries has evolved a lot since the organisation was founded).
  - therealmarv 9y ago
    I've also some knowledge about international companies within the EU. What you are describing is not possible. Local law cannot be broken with location and workforce from an international organisation operating within that country (you cannot just go to another country and disrespect local law) unless there is an higher EU law which regulates this situation. Country of residence and country of doing your work (there is one main location somewhere where you work for) is for sure relevant to judge about this. If you're sent from another country to do your work in Germany for some time (I think maximum is 2 or 3 years within EU) is different but certain rules have no or more relevance while beeing in Germany. TL;DR: What your previous employer enforced is not legal to do in whole EU (pretty sure).
    - klmr 9y ago
      > What you are describing is not possible. Local law cannot be broken with location and workforce from an international organisation operating within that country You are quite mistaken. Though “broken” is the wrong word: it’s simply not bound by it, it’s bound by treaties with the host countries, which supersede current local law (but were obviously legal in the previous framework). In particular, the treaties explicitly declare immunity from local law, law enforcement and jurisdiction, as well as inviolability of the premises — there’s no room for interpretation. There are exceptions to this immunity but they do not pertain to our discussion. For context, I am somewhat familiar with these treaties, as I was part of an employee initiative that was in dispute with our employer at the time. I can’t go into details for obvious reasons but suffice to say that we were disputing clauses in our contract which did contravene some (though not all) member states’ rules. We managed to get those changed, but not without substantial push-back and compromises (some rules are still not in agreement with all host countries).

by klmr 9y ago

therealmarv 9y ago

may I ask in which country did you worked? An German company can also have this rules... but not inside Germany of course ;)

klmr 9y ago
Since it’s an intergovernmental organisation, the country of residence isn’t relevant: it’s not bound by local law. In fact, the company I’ve been working with has outstations in five different European countries, and all outstations have the same rules (and some of these rules explicitly contravene local law! — because labour law in the host countries has evolved a lot since the organisation was founded).
- therealmarv 9y ago
  I've also some knowledge about international companies within the EU. What you are describing is not possible. Local law cannot be broken with location and workforce from an international organisation operating within that country (you cannot just go to another country and disrespect local law) unless there is an higher EU law which regulates this situation. Country of residence and country of doing your work (there is one main location somewhere where you work for) is for sure relevant to judge about this. If you're sent from another country to do your work in Germany for some time (I think maximum is 2 or 3 years within EU) is different but certain rules have no or more relevance while beeing in Germany. TL;DR: What your previous employer enforced is not legal to do in whole EU (pretty sure).
  - klmr 9y ago
    > What you are describing is not possible. Local law cannot be broken with location and workforce from an international organisation operating within that country You are quite mistaken. Though “broken” is the wrong word: it’s simply not bound by it, it’s bound by treaties with the host countries, which supersede current local law (but were obviously legal in the previous framework). In particular, the treaties explicitly declare immunity from local law, law enforcement and jurisdiction, as well as inviolability of the premises — there’s no room for interpretation. There are exceptions to this immunity but they do not pertain to our discussion. For context, I am somewhat familiar with these treaties, as I was part of an employee initiative that was in dispute with our employer at the time. I can’t go into details for obvious reasons but suffice to say that we were disputing clauses in our contract which did contravene some (though not all) member states’ rules. We managed to get those changed, but not without substantial push-back and compromises (some rules are still not in agreement with all host countries).