Can a business put a specific cancel-by date into a contract? I attended a gym in Michigan and canceled my membership on 8/28/19. I paid month to month and was under no long term contract. Even though I moved and haven't visited the gym since 8/17/19, I'm being charged for the entire month of September. My contract states that I needed to cancel by 8/20/19 in order to avoid being charged for September. Even though the contract lays this out, can a business legally operate in this manner? I'm being charged for a service I'm not using. The gym claims that due to processing and accounting fees, cancellations must be performed before the 20th every month in order to avoid paying for the following month. If so, shouldn't I receive a partial refund and just be required to pay the additional processing fees? It's not reasonable to assume that you have to cancel before the 20th every month. The gym belongs to a local college, and I'm just a student. Surely, they could allow me to pay a late processing fee and receive a partial refund. I'm trying to research whether Michigan allows for these kinds of practices.
Can a business put whatever they want into a contract? No. There are some things a business cannot put into a contract. But I don't see anything stopping them from putting this into a contract. It's not reasonable to assume that you have to cancel before the 20th every month. It's not reasonable to assume that - except there's no assumption needed. The contract states it flat out. You are most likely stuck paying. Requiring cancellation about 10 days in advance of the month doesn't seem like it would be an unconscionable clause. (Requiring cancellation 10 months in advance would be a different story.) Michigan law does say the following is prohibited: Taking advantage of the consumer's inability reasonably to protect his or her interests by reason of disability, illiteracy, or inability to understand the language of an agreement presented by the other party to the transaction who knows or reasonably should know of the consumer's inability. But I doubt that applies in your case. It also prohibits: Gross discrepancies between the oral representations of the seller and the written agreement covering the same transaction or failure of the other party to the transaction to provide the promised benefits. So if you were promised you could cancel at any time without notice or penalty, but you later found out the contract said differently, this law may apply.
What credit agreement? A credit agreement involves someone advancing you money which you agree to pay back with interest - there is nothing like this here. You entered a contract for the course the terms of which were that, at your election, you could either pay upfront or pay by monthly instalments. That's not a credit agreement, it's a straightforward contract for services with alternative payment terms. One of the other terms was that if you withdrew then the full amount would be immediately payable. Under normal contract law principles, this is all fine. Consumer Law Under UK consumer law, you have a right to cancel a contract for services formed off-premises if you do so within 14 days. "... around 1 week and then around another week ..." might be within 14 days; if it is, you are entitled to a full refund; if it isn't, you owe the money. There are also rules about what information they needed to give you. If they haven't then they have committed an offence and the contract may also be void.
According to your description, you have a contract to work 200 hours, and this must be accomplished between May 12 and July 10. Apparently you are 25 hour short on that obligation, which may mean that you probably will be in breach of contract. I don't see what error there is w.r.t. the date: whatever the contract says, that is what you agreed to. Perhaps you are wholely responsible for the shortfall of hours, or perhaps the employer bears some responsibility (e.g. making it impossible for you to work). It sounds like the employer is offering you an accommodation so that you can fulfill the hours part of the contract, by extending the termination date. Technically, you also have to do the work by a particular date, but a reasonable delay in performance is standardly allowed under contract law, unless the contract has a &quot;time is of the essence&quot; clause which states that completion by the specific date is essential to the contract. If not, then there is reasonable flexibility in completion. Doing less than you contracted for, on the other hand, is not a standardly-available option. Pursuant to the comment, it sort of sounds like the employer made it impossible to satisfy the conditions of the contract, and wants to use the end of contract date as a form of hardball to extract additional hours (i.e. &quot;we'll sue you for breach of contract for not having done this by the deadline, unless you agree to work an additional 15 hours&quot;). Hardcore deadlines without a time is of the essence clause don't support a claim for damages in case of minor delay, and even less so when the employer bears responsibility for the delay. Consulting an attorney (bring in the contract and all), in this case, would be a good idea, if they are hinting at a lawsuit if you just walk away 15 hours short, or won't accept your compromise.
You need, at least, to let the person receive 2 reminders which have to name a reasonable period (after the first exceeds, you can send the second) and if the last deadline exceeds, you have the possibility of escalating further. Although often repeated, this is not correct which makes most of your argument moot. By German law (specifically § 286 BGB) these are the exact conditions for a default of payments: (1)If the obligor, following a warning notice from the obligee that is made after performance is due, fails to perform, he is in default as a result of the warning notice. Bringing an action for performance and serving a demand for payment in summary debt proceedings for recovery of debt have the same effect as a warning notice. (2)There is no need for a warning notice if a period of time according to the calendar has been specified, performance must be preceded by an event and a reasonable period of time for performance has been specified in such a way that it can be calculated, starting from the event, according to the calendar, the obligor seriously and definitively refuses performance, for special reasons, weighing the interests of both parties, the immediate commencement of default is justified. (3)The obligor of a claim for payment is in default at the latest if he does not perform within thirty days after the due date and receipt of an invoice or equivalent statement of payment; this applies to an obligor who is a consumer only if these consequences are specifically referred to in the invoice or statement of payment. If the time at which the invoice or payment statement is received by the obligor is uncertain, an obligor who is not a consumer is in default at the latest thirty days after the due date and receipt of the consideration. (4)The obligor is not in default for as long as performance is not made as the result of a circumstance for which he is not responsible. Depending on what was contractually agreed on the default happened even before the first warning. For example that is the case if a specific payment due date was agreed to. Even if a warning would be required it is only one and you can see that no requirements on the specific wording or form on that warning is given. I don't know how you assume an "official reminder" should look like. According to the law a specific and explicit demand to fulfill an obligation is enough. Also, the warning does not need to contain a specific date. If it doesn't the default is effective immediately.
It isn't necessarily "illegal" (in the sense you are committing a crime) but you may be in violation of a verbal contract (which would fall under tort law). Let's take this a bit further. Perhaps Joe Schmoe gave you his debit card information so that you could make deposits for him and he said you could take $5 out for yourself for the trouble. This is a contract between you and Joe for a service. You can't extend Joe's offer to Jane Doe by saying "here is some debit card information, take $2.50 out for yourself". You have no right to extend your contract with Joe to somebody else. Now specifically for passwords it basically boils down to the same thing. Unless Joe gives you explicit permission to give that to somebody else, you can't just decide to unilaterally give what Joe gave you to somebody else. This may be different if Joe said "here, I'm buying you a subscription to service XYZ because you are a nice guy", this may be construed as a gift which transfers ownership. At that point you have control over what is or isn't done with the account. As another example let's say Joe let you borrow his car. You can't turn around and say to Jane, "here's a car you can use", Joe did not extend the offer to Jane, nor did Joe give you the right to extend the offer to another person. It's a moot point though, in the original context of this question, Netflix does restrict you from sharing your passwords "outside your household". Almost every paid service has some restriction against sharing with others. In the end Netflix may shut off Joe's account and Joe may sue you for damages, but you aren't going to be thrown in jail for this. This would be a civil case (tort) which you may be liable for monetary damages.
The question does not say what reasons the other party gives for not paying, and so one cannot judge whether such reason is covered by the terms quoted in the question. In general a contract need not be highly specific if the intent is clear. However, any ambiguity will usually be resolved against the party who wrote the contract, so it is in that party's interest to be as clear and specific as possible. It is not clear from the quoted terms that they form a contract at all. No consideration is stated. Contractual provisions which deny all recourse are not always enforceable. They may be overruled by law or regulation, or by prior court decision or by an equitable decision. If there is a serious problem with the service provided, particularly in a consumer transaction, a court might reject a provision denying all refunds even if it is quite specific and clear. The question does not list the jurisdiction (country and, for federal countries, state or province). Laws on contracts and enforceable terms vary significantly in different jurisdictions. Without this a specific answer is not possible.
The key language to be taken notice of in that code is 'by fraud or deception'. If the property manager has provided reasonable notice of a clear-out, then the code doesn't apply due to lack of fraud or deception. But at the end of the day, just go and check the mail room on a Thursday afternoon and you shouldn't have any problems.
The first question would be whether you are an employee, or an independent contractor. There is more to that determination than how the company labels you, but that is a starting point. Based on the minimal autonomy that you imply that you have, you would probably be found to be an employee. Then there are limits on the number of hours that you can work in a week or day, which they are complying with. The employer is required to record the hours that you worked, and it is a crime to keep false records. It is also required that an employer pay for the time you work. Therefore the employer cannot legally refuse to pay you for your labor, and they cannot legally falsify records. The employer can limit your pay to 15 hours per week, if you work just 15 hours per week. They can also set ridiculous performance standards, whereby at the end of the week you will not have done what they wanted you to do. Their only recourse is to dismiss you. In response, you can file a complaint, but note that the concept of "wrongful dismissal" under the act is about entitlement to termination or severance pay. The arbitrator may find that the employer contravened the act, and can order them to rescind the termination. Or, before you get fired, you can complain and the arbitrator could order the employer to either modify their work requirements or else to pay you for the time worked. The difficult point (for you) in this case is that the act does not address employer performance expectations, and employers are generally allowed to set their own performance standards. If you have a written employment contract, there might be provisions regarding termination which could help you. Without a written contact, there is no statutory provision that prevents an employer for terminating you, but they may have to give you notice and pay for doing so, as long as you are not terminated for "just cause". Hoang v. Mann, 2014 ONSC 3762 is an Ontario case where an employee was terminated for just case based on insubordination, job performance, inability to get along with co-workers and so on. On the front of job performance, the courts have found that an employer must clearly communicate standards to employees, and give employees an opportunity to meet those standards. But they do not generally decide e.g. how many units per hour an assembly-line worker can reasonably be expected to complete.