Can you be required to have a written contract by California? I was reading the list of the 12 conditions necessary to qualify under as a Business Service Provider (BSP) in California over at https://insight.ieeeusa.org/articles/california-bill-ab-5-threatens-consultants/, and one of the conditions caught my eye as being a rather capricious one: The BSP must have a written contract to work for the contracting company; What exactly does this mean? I'm a big fan of being legally allowed to have "verbal" contracts for most things (legally enforceable provided sufficient evidence exists on the details of the contract, e.g., through "verbal" communication over email), but this condition makes it appear like I must actually hire a lawyer to draft some officially-looking contract, with signature fields and all. (I guess the question here may also be on whether or not communication over email falls under "verbal" or "written" "contract" in this context?) This condition sounds very fishy to me, as you're legally allowed to do most business transactions without a "written contract" otherwise. Would this condition be enforceable? Would it be void due to being too ambiguous on what "written contract" means? What rights I may have through other laws that this condition might violate? (Right of free association? Some other rights?)
Yes Verbal contracts are fine except when the law requires a written one - as it does here. Real estate contracts are also required to be in writing dating back to the Statute of Frauds in 1677. “Written contract” doesn’t mean written by a lawyer - just that the fact and essential terms of the contract are written down somewhere. An email or text will qualify. “Work for me -$20/h” “Ok” is a written contract.
If two parties agree to the terms of an exchange, then there exists an enforceable contract. A signature is not needed to create a contract. However, an intent to negotiate a contract is not, per se, a contract. Absent some specific and explicit measures (which for major deals may be codified in an MOU or LOI that itself contains contractual terms), if you can't reach an agreement on terms then there is no contract. It's up to the particulars of "the verbal agreement to start the hiring process" whether an agreement on exchange has been reached, or merely proposed. E.g., "You and I agree that I will pay you $X in exchange for Y due Z" is a contract. "You and I agree that we'd like to work together, and we'll hammer out the terms X, Y, and Z by the end of the week" is merely a proposal to contract, not an actual contract. Of course, this doesn't mean you're immune to liability for failing to reach a contract in this hypothetical: you can always be sued!
As the comment by Ron Beyer mentions when a company wants to impose such restrictions they are normally done through non-compete, non-solicitation, and non-disclosure agreements, as well as via trade secret law. Note the word &quot;agreements&quot;. &quot;Restrictions on working in the field&quot; are simply a form of non-compete agreements. A company cannot, legally, simply impose such agreements on its employees. It can require an employee to sign such an agreement as a condition of employment, and it can often require such an agreement from a departing employee as a condition of a severance payment. Exactly what is covered by such an agreement depends on its terms, and those vary widely. In most US states there are limits on the scope and duration of such an agreement. In some states the restrictions can be broad and of fairly long duration, in others they must be narrow and of fairly short duration. An agreement that goes beyond a given state's limits will not be enforceable in court, if the defendant brings that fact up. Trade secret law can prevent an employee from disclosing the trade secrets of a former employer to a new employer, or indeed to anyone else. But that does not prevent a former employee from getting a new job in the field, as long as the employee does not disclose any trade secrets. If an employee has signed, or is asked to sign, such an agreement, it is a good idea to consult a lawyer with employment law experience. If the state is known, I could edit this answer to include the limits, if any, on such agreements in that state.
The parties to the contract have not changed; they are still the purchaser company and the scrap vendor. The obligations have not changed; they are presumably based on amounts of stock and monetary value. The only changes are in the name of one party and its ownership, so unless the contract permits termination for those reasons (not unheard of, if a contract has been intended to provide/avert support from/by a particular party or symbolism) the contract still stands with all its terms. A novation is not needed.
Clearly in this case the writing does not reflect your actual agreement. If you were to bill for 1.5x your normal rate for hours over 40/week, relying on the writing, and it came to court, you might win, based on the general rule that matters explicitly covered in the written agreement are treated as final, and evidence of contradictory oral agreements are often not accepted to contradict the contract document. This is known as the parole evidence rule. But you don't plan to issue such a bill, so that won't come up. I don't see that you are at any legal risk. But you could send the client a letter saying that you signed the contract document so as not to hold the job up, but you think there is a mistake in it (pointing out exactly where and what the error is). This would help establish your ethics and good faith, so that if somehow there was a problem over this later (although that seems unlikely) you can't be accused of any improper actions. Keep a copy of any such letter. By the way, if you are an independent contractor, the governmental standard for overtime does not normally apply (in the US). If you are an employee of a consulting company, it may or may not, depending on your salary level and the kind of work you do. An independent contractor can contract for a higher rate for overtime hours, if the client is willing to agree. Many clients will not be willing.
None The contractual chain is you &lt;-> warranty company &lt;-> (potentially others you don’t know about) &lt;-> service provider. Should something go wrong, you would sue your warranty company who might (it is up to them) then sue the service provider. Notwithstanding, it’s likely the service company owes you a duty of care and would be directly liable to you for a negligence claim.
A Lawyer may hire paralegals, clerks, secretaries, and other assistants. The lawyer may hire as many as s/he pleases, and assign them whatever tasks s/he chooses. However, some kinds of documents may need to be signed by the lawyer (which ones will depend on the jurisdiction, in the US on the state). During the so-called &quot;robo-signing scandal&quot; it was held that, in some US states at least, a lawyer who signs certain kinds of documents without reviewing them has failed to perform the duties imposed on the lawyer by the law, and the documents may be invalid. Large numbers of mortgage foreclosure cases were dismissed when it became known that the lawyer signing relevant documents had not in fact reviewed them (or in some cases had not even signed them, but had permitted a non-lawyer to sign the lawyer's name). In addition, some functions in some jurisdictions must be performed by an actual lawyer. For example, paralegals and other non-lawyers cannot validly give legal advice. Only a lawyer can represent a client in court. And so on. I question whether one lawyer could in most kinds of practice keep up with the work of &quot;hundreds&quot; of non-lawyers, but that would depend on the kind of work done by the firm. In the US, some law firms are essentially collection agencies. There a single lawyer with many many assistants suffices, I understand, and that structure is not uncommon in the US.
You can have agreements that are not contracts As such, there are not legally enforceable as contracts but may be enforceable under non-contract law. Examples of such non-contractual agreements include social agreements, statutory duties, memorandums of understanding, agreements to distribute cocaine etc. However, that’s not what you have here “No contract” agreements for things like internet or phone services are contracts - the “no contract” terminology is advertising fluff to indicate that the contracts are one-off or short term and don’t lock the customer into a long-term contract. The term “contract” is being used in a generally understood way as meaning a long-term binding commitment not in a strict legal way where virtually every commercial transaction is a contract