Can you get sued for gossiping about an incompetent tech lead if you believe you&#39;re saying the truth? Can one get sued for gossiping about an incompetent tech lead if you believe you're saying the truth? Let's say a person tells one of his or her coworkers that this tech lead isn't qualified for his job and cannot tell whether a junior developer is a senior developer. Can teh speaker get sued for it? I think I had to say it, because the guy literally hired junior developers and tried to gaslight me into believing they were senior when they could not complete a landing page after 4 months and returning their terrible work with constructive feedback and identifying several bugs in an interminable circle of mess where they would generate 2 bugs for every fix they made, which is completely absurd. Would a potential suit have merit, and how would it play out?
Your belief in the truth of a statement is of only limited value in a defamation suit. Saying that a person is incompetent in that person's profession can certainly be defamation, and may even be defamation per se, depending on the jurisdiction. If the person sues and the speaker asserts truth as a defense, the speaker may have to prove that the statement is true. Why would one need to say anything at all in such a situation? Whether such a statement was a factual statement or a statement of opinion would depend very much on the detailed circumstances. But it is at least possible that a suit might be filed and won on this fact pattern. See this answer for more on defamation under US law.
Every software is potentially vulnerable, unless it runs on an air-gapped computer with sealed data ports. How vulnerability fixes are prioritized against other goals is usually a business decision, legitimately made by the management. There are some jurisdictions and issues where the law requires them to act, but again there is usually a judgement call involved. For example, the GDPR talks about due regard to the state of the art. What you describe seems to be a difference in opinion about the importance of the fix. Ask about that at Workplace SE, not here. There are ways for software developers to influence their management, but ultimately the management is responsible for the outcomes and gets to decide. You can inform your superiors, in writing. If you are in a large company, there may be a legal or compliance department. Inform them if you have a reason to distrust your superiors. In most jurisdictions, you cannot simply talk to the press, either now or later. If you believe that your company is acting criminally, talk to a lawyer.
There is no contract between you (the licensee) and the licensor of the software. The creator of the open source software just says "here's the software, you may use it if you like, as long as you fulfil some conditions. ". No contract, no liability. I think the developer would only be liable if they intentionally created software that causes damage. (Which has happened, some open source browser plugins have recently been modified to run bitcoin mining software, or worse. I suppose the miscreants could follow all the GPL rules or whatever license is used).
Raise the question with your employer If you believe that you are an employee and not a contractor then there is presumably something you want from your employer. This may be additional wages and entitlements that you would have or will become entitled to for past or future work respectively. Or you may have been injured and want workers' compensation. Or terminated and you want redundancy pay. Whatever it is, work it out and raise the issue with your employer. You might want to consult an accountant or union to help you. They may acknowledge that you were incorrectly classified and give you what you want. Winner, winner, chicken dinner! Or they may dispute it. If so, you need to follow the dispute resolution processes at your workplace. These typically involve informal discussions, escalating to mediation and then to a workplace tribunal run by the government. You will almost certainly want to consult a lawyer or union to help you - given that you don't know where to start the learning curve is likely to be too steep. In virtually every jurisdiction if people are employees at law they can't choose not to be. in british-columbia the relevant law appears to be the Employment Standards Act although it's not unheard of in edge cases for a person to be an employee under one law (e.g. workers' compensation) and a contractor under another (e.g. income tax). From the linked site: The overriding question is “whose business is it?” Is the person who is doing the work doing it as a person in business for themselves? If you are working "for" your own business you are probably a contractor. If you are working "for" your employer's business you are probably an employee. For example, if you are an accountant with several dozen clients, maintain your own business premises and charge for your advice based on the amount quoted rather than by the hour, you're a contractor. If instead, you have 2 clients, work from their premises at set hours and get paid by the day or week, you're an employee with 2 jobs. In edge cases these are not cut and dried - Google are Uber driver's employees. In Australia: no. In California: yes. In the UK: yes.
That is not at all what USPTO is telling you. Courts do not simply "dismiss" patents - that isn't a terminology you'd ever see used for a patent that was found to be invalid. Timeline of events: United Industries Corporation brought a suit against the owner of the patent, claiming unpatentability. That case went to trial, and the court found the claim to be invalid and that UIC failed to show unpatentability. UIC appealed that decision to the Court of Appeals. The Court of Appeals dismissed the case because both parties agreed to its dismissal (it's possible they reached some external agreement we don't know about). As far as I can tell, at this moment, the patent is active.
The CEO wants to "fool" users You are essentially admitting that the company you are working for is about to deceit its customers and asking whether that is legal. The relevant set of laws is rather sparse and does not give direct answers in regards to oAuth tokens or other details of that level (which is probably making your CEO think he can "handle" the arising questions). Probably the most relevant bit of legislation that applies here is The Federal Trade Commission Act (15 U.S.C. §§41-58) which prohibits unfair or deceptive practices and has been applied to online privacy and data security policies. I am pretty sure that, in practice, if the users take your company to court, it will be held liable because: users are allowing us to read their CRM data and once we get the data, the data become ours, and we can do whatever we want with it. Is this true? While the users are still allowing you to read their data it is completely up to the Terms/EULA what you can do with it. However, once you have made the users think that they have withdrawn your access (e.g. they "deleted" oAuth tokens), you are no longer authorized to read the current data (although the Terms may still allow you to use the old data you obtained when you had access). Silently continuing to access their data without their knowledge/approval is definitely a deceit. The CEO wants us to download all of their emails and store them in our database There would be nothing wrong with that if it was in the Terms. But if it is not, that would be a blatant (and easily punishable) breach of privacy. Note that you may also be held personally liable for this wrongdoing (if/when proved so). "Just doing your job" claim will not work.
Online conversations are generally allowed evidence. However, EVERYTHING in the chat should be considered, as well as any later actions. Were there later conversations that said something different? Did the lease you signed have different terms? One line in a WhatsApp does not make your case a &quot;slam dunk&quot;. It may only be one piece of evidence in a much larger context.
Generally speaking, you have to disclose that the defendant is a minor in the complaint and their deadline to respond is tolled until the court has appointed a guardian ad litem for them. So, while it is possible, it is arduous. Also, since someone below the age of eighteen can claim minority as a defense to an executory contract (as opposed to a contemporaneous exchange of goods or services for cash), and in some cases, to other contracts, you have a better shot at suing for malperformance and nonperformance of work. Finally, even if you can sue, collecting a judgment from a minor, who is likely to lack both employment and any significant assets, is very challenging. A minor's legal guardians or parents would not be responsible for a judgment entered against a minor in these circumstances. there was no written contract for the job and the only information I have of them is their phone numbers. The lack of a written contract isn't a serious problem in a short job that was performed by both sides. You will need to be able to locate them to physically serve them with process to sue them. If you have their names, approximate ages, and the general vicinity of where they live or work, this isn't an insurmountable burden, but it is a bit of extra work that could turn out to be easy or could turn out to be a major obstacle.