How do plaintiffs get emails relating to companies they are suing? For example in the case of IBM getting sued over age discrimination, the plaintiff somehow got emails showing that upper management instructed his director manager not to transfer him but to fire him. Out of curiosity how is this possible? I'm guessing a subpoena is involved.But what would the requirements for a subpoena be? What's preventing someone from just making up a random accusation and subpoenaing a company? Emails establish that after Brown notified Langley in December 2015 that he was likely going to lose his job as part of a layoff Langley attempted to apply to other positions within IBM, and another group agreed to hire him in January, while other managers also expressed interest in him. Despite this, all of the moves were blocked by Human Resources... https://regmedia.co.uk/2020/01/10/langley_v_ibm_dec_order.pdf How would they know all this? This article talks about the battle to get evidence in the discovery phase, under what circumstances and conditions must a defendant produce documents?
Discovery Basically, you ask. If your opponent thinks your request is out of bounds they object, give their reasons to the judge, you give yours and the judge orders them to produce the evidence or not. A lot of people think court cases have big “ah-ha” movements when a witness reveals something unknown on the stand. This rarely happens because there are no secrets in litigation - both sides have to clearly explain their case before, usually well before, they go to trial.
History of the case Javascript is a trademark of Oracle since 1996/1999. Anything that can cause confusion of origin or endorsement is thus infringing on the trademark of Oracle. A company explicitly named after a product of another implies to be endorsed, so Oracle sued that company under S69(1) of the Companies Act 2006 in November 2019. The company did not respond to any level of the lawsuit, which meant they did not contest any arguments - the even refused to take the mail1. It was their duty to show, that they fulfilled one of the provisions in Section 69(4), which could grandfather their name. As a result, the complaint was upheld as a matter of law (last sentence of S69(4)), Section 69(5) did not come up to the test as there was no response. The tribunal ordered the Company to need to rename and pay the fees. 1 - Regarding the keywords used by Royal Mail: &quot;Not called for&quot; is applied to mails that would not fit into a letterbox and nobody was available to sign for them. A postcard to get redelivery arranged or pick it up at the post station is deposited instead. If not called for within a specified timeframe, it is returned to the sender. &quot;refused&quot; is applied to mail that is explicitly denied at the door by the receiver and then returned to the sender. Next steps: GET A LAWYER! Whether this situation is salvageable is very much dependant on the specifics we don't know. It is a question for the lawyer employed by the respondent as the respondent needs proper legal advice from a licensed professional now. Respondent might also want to familiarize themselves with the rules of the Company Name Tribunal and if there is an appeals process available so they can ask their lawyer for more specific advice about the situation. They should be honest to their lawyer and tell them the whole situation.
Any written communication is generally admissible Subject to all the normal rules for admissibility of course. For texts between you and a third party the major issue that springs to mind is relevance. As in, how are they relevant to the dispute between you and this man? If they are not, your lawyer should have objected to them on this basis, however, its too late now. I'm curious as to how he obtained these and whether it was done legally or not. Illegality will not affect their admissibility as the exclusionary rule doesn't apply to civil matters, however, it does speak to the gentleman's character.
UK: For all I know you cannot be fired unless you are hired. They must hire you. Once a job offer is made and accepted, they must hire you. If they don't, call a lawyer. I personally know someone who got hired, and when he arrived for his first day's work at the new company, he found that the whole department that he was supposed to join had been laid of. The company had to hire him. PS. "Financial difficulties" means you call a lawyer urgently. Once they are bankrupt your chances of extracting money are not good.
I did the Googling: Prior to the case described in this article, a notice was to be deemed served if the sender can sufficiently prove that the letter was properly addressed, pre-paid and posted. Law - Section 7 of the Interpretation Act 1978 The case made it clear that the same law also sets a condition, where if the letter was not received at said mailbox, or too late received, the notice is to be deemed not served. The receiver is not required to prove that the letter has not arrived in the mailbox. Also, if your mail has been tampered with, you should contact Royal Mail - they will perform an investigation and put your mailbox in order. I work with tenants and landlords, thus lots of official notices. In this practice, it's often a recommended action to follow up on a notice and make sure the receiver has indeed received and acknowledged the notice. I don't know if it's a legal requirement, but often in disputes (which go to arbitration by a 3rd party), if one party states they did not receive the notice and the other party can't sufficiently prove that they did everything in their power to contact and confirm the delivery of the notice, the notice is regarded as not served. I believe you cannot deny post. If it's in your mailbox, it's your responsibility to check and read it.
It is conceivable that A's employer would claim that the intellectual property was actually created by A in the course of their employment rather than B. That would be a question of fact for the lawsuit to determine. Realistically, assuming A and B both testify that B created the intellectual property with no input from A and A's employer had only the IP address as evidence, it is pretty unlikely that the fact finder would find that A created the intellectual property. A's employer would almost certainly need to provide some additional evidence that would show that the balance of probabilities favored the employer's position (i.e. A works at FedEx writing software for package logistics, B is a 12 year old kid with no formal computer science training, and the intellectual property in question involves the implementation of sophisticated graph traversal algorithms that would be common in package logistics applications).
Legal framework Per Articles 4(1) and 4(2) of the UK GDPR, your email address is most likely personal data (and certainly is once you notify the data controller that it belongs to you), and the storage and use of that data constitutes processing. In order to process your personal data, the data controller must establish at least one of the six lawful bases set out in Articles 6(1)(a) to 6(1)(f). It's quite clear that none of those lawful bases apply in this situation. Hence, the processing is unlawful. Next steps Start by making a request to the data controller under Articles 14(1) and 15(1) for the following: A copy of all personal data (including the email address) which they hold in relation to you. The purpose of them holding the data. The legal basis on which they hold the data. That they erase all personal data which they hold in relation to you, pursuant to Article 17(1)(d) (unlawful processing of data). Per Article 12(3), the data controller is required to respond &quot;without undue delay&quot;, with an upper time limit of 1 month (or 2 months if they notify you of the time extension within 1 month). Sadly, most data controllers in my experience seem to interpret this to mean that 1 month is the standard time limit, even though technically this is incorrect and the standard limit is &quot;without undue delay&quot;. Pursuant to Article 12(6) the data controller can pause the clock by asking you for additional information if they have &quot;reasonable doubts concerning [your] identity&quot;. If you send your request from the email address in question then they can't really have &quot;reasonable&quot; doubts, but be aware of this possibility in any case and respond promptly to any requests to confirm your identity so that the clock resumes. Most likely they will be unable to (correctly) provide an answer to points 2 and 3 above, since they do not have a genuine purpose or legal basis. If, after the maximum deadline has expired, they have still not responded and/or erased the data, you have two options: Complain to the ICO under Article 77(1). The ICO has the power under Article 83(5) to fine the data controller up to the higher of 4% of their turnover or £17,500,000. Complaining to the ICO is free and easy and is usually recommended over option 2. Issue a claim in the County Court for a compliance order pursuant to Article 79(1) and Section 167 of the Data Protection Act 2018. You also have the right to claim compensation for &quot;material and non-material damage&quot; (including distress) pursuant to Article 82(1) and Section 168, but this may be unrealistic in the case of a few unwanted emails. Option 2 is not free: you will need to pay a court fee and, unless you represent yourself, legal fees. There may also be additional cost risks if you lose the case. Mentioning the above two points in your request could be an effective way to persuade them to comply in the first place.
The other answers are correct that you should speak to a lawyer, but you should expect your lawyer to tell you that you don't have a viable lawsuit. I can't speak to Pennsylvania law, but these facts would make a pretty weak claim for sexual harassment under Title VII of the Civil Rights Act. To win a hostile-work environment case, you must demonstrate: you suffered intentional discrimination because of your sex; the discrimination was severe or pervasive; the discrimination detrimentally affected you; the discrimination would detrimentally affect a reasonable person in like circumstances; and the existence of respondeat superior liability. Minarsky v. Susquehanna Cty., 895 F.3d 303, 309 (3d Cir. 2018). Your main problem will be in proving that the harassment was so "severe or pervasive" that it altered the terms of your employment. This is not as high a bar as it used to be, but the courts will not grant relief for "isolated incidents" unless they are extremely serious. Such incidents typically involve some kind of forcible, physical, sexual contact, which I don't see here. The general rule is that the more severe the harassment, the less frequently it needs to occur, and vice versa. Unfortunately, courts would probably look at the events you've described -- not physical, not sexually explicit, not threatening, not intimidating, not soliciting sexual conduct, not mocking you -- and say that they are not particularly severe. Given the lack of severity, the court would need to see them happening with pretty regular frequency, but you've described only two events in the course of about 18 months. And with one of those, the employer appears to have taken reasonable corrective action, leaving you with only one incident to complain about in however long you've worked there. Even if a court agreed that your co-workers engaged in unwanted sexual conduct, I'd expect the employer to be able to successfully invoke the Farragher-Ellerth defense, which permits them to escape liability if they can prove: that the employer exercised reasonable care to prevent and correct promptly any sexually harassing behavior; and that the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise. Burlington Industries, Inc. v. Ellerth, 524 U.S. 742, 765 (1998). Since they took corrective action when you reported harassment, and you did nothing to report that there were problems even after the discipline, and did nothing to report that you felt harassed by the second incident, the Farragher-Ellerth defense would probably be successful.