Terminology for contracts in multiple Languages My company is having contracts drafted in both English and Japanese and we want to have the English version take priority over the Japanese. Is there a specific legal term for this structure?
I don't know of a specific legal term but such clauses are quite common in contracts which consist of more than one document. The English words "priority", "prevail" and "precedence" have the meaning you want, however, "precedence" runs the risk of being confused with "precedent" which does have a very specific legal meaning. A clause similar to: If there is any inconsistency or ambiguity between the English and Japanese language versions of the contract, the English version shall prevail. You need to make very sure that this clause can be translated unambiguously into Japanese!
is it legally acceptable to state that 7.5 hours is the standard amount No. Because you are a contractor not employee, there is no "standard" to refer to. You are only entitled to what your contract provides for, that is £N per day no matter how much time you worked. That said, if there is no word "overtime" in the contract, you cannot use one to justify how much you charge. You can, though, charge for weekend days (unless the contract explicitly prohibits working on weekends). what should be done about going into the future with this work and asking for a revised contract? 1) Learn the lesson; 2) Make up your mind about what you want to be paid for: hours, days or output; 3) Discuss/negotiate contract terms with your clients.
For a contract (including ToS) to be valid, one of the things it must have is "legality of objects". That is, if the contract purports to require anything that is unlawful in the jurisdiction then (barring a severance clause) it is not a contract. In common law countries, the starting point is that people are free to contract for and about anything they like - a contract is simply a mechanism for exchanging value between the parties on whatever terms they wish. However, judges and legislatures have decided that there are some things you cannot trade and some terms that are unconscionable or against the public interest and these vary from jurisdiction to jurisdiction*. For example, a contract is not legal in any jurisdiction if its terms seek to exclude the intervention of the courts - this is against public policy. So for example, a binding arbitration clause requiring the parties to accept a private arbitrator's decision as final excludes the courts, yes? Well, in Australia, yes, such clauses if used in a contract between parties with different bargaining power (like a Telco and its customers) are invalid because they prevent the weaker party pursuing a class action. However, they are perfectly legal in the United States because the SCOTUS has determined that the customer can persue litigation after arbitration is finished so this doesn't impede the courts. These are essentially the same laws interpreted by the courts so that they have totally opposite effects. So this might lead you to think that you'll put one in - it'll be OK in the US and Australians will represent such a tiny share of your market that you don't care if I can't enforce my ToS there. Except, if your website is visible by Australians, you have just exposed yourself to a government fine of up to AUD 5,000,000 (say USD 3,000,000) per day for breach of Australian Consumer Law. As a general guide (which is very stereotypical), US jurisdictions are the most permissive in the rights they will allow their citizens to give up: the US attitude is that everyone is free to make the best deal they can. European jurisdictions are the least permissive in this regard: most European countries follow a more social welfare state model and the citizen needs protecting from themselves. Commonwealth countries tend to be more in the middle.
In the german language, in jurisprudence, we have lots of latin terms / expressions, because latin expressions seem to be more exact. Is this also the case in the english speaking world? You are correct that there are many Latin expressions in the English speaking legal world. You are not fully correct regarding the reasons that this is the case, and in some instances this means that you can't trust a Latin legal term to mean the same thing in common law jurisprudence as it does in civil law jurisprudence. In England, Latin made its way into legal use because the clergy and literate Norman French elites spoke Latin for affairs of consequence and state and used it for that purpose in much the same manner that elites in India today use the English language. But, they were using Latin to document their own rulings and decisions in the feudal records which were largely based on tradition, common sense and local custom and practice. (This was also true in Scandinavia until the Scandinavians adopted legal codes based upon continental models in the 18th and 19th centuries or so.) In Germany (and most of continental Europe) the situation was different. In the Roman Empire, the judicial role was delegated mostly to people we would call arbitrators these days, who issued written decisions in Latin after cases were litigated before them by people we would call lawyers today, and these were collected, edited, arranged by subject and published in books that are the equivalent of the legal digests or case reporters today. When the Roman Empire collapsed, these fell into disuse, but monks continued to copy sets of them of future generations through the dark ages. Then, sometimes around the late Middle Ages/early Rennaisance it became fashionable for lords and officials making judicial determinations to reference these digests in their decision making on something of a grass roots basis until it became accepted practice after a few centuries for there to be formally trained jurists who were familiar with the digests and it was expected that these trained professionals relying on these historic Roman legal sources were the only legitimate way to make legal decisions. This process is called the "reception" of Roman law in early modern Europe and was the foundation of the law in most continental European countries that ultimately became civil law countries until it was so jumbled and arcane that Napoleon streamlined it by having an expert prepare his civil code with the idea that it could be used to get fair and accurate legal resources without lawyers or legally trained jurists. Germany and Spain then copied this efforts in their respective national styles. Germany strove to be more detailed and more exactly accurate in codifying the Roman law substrate using "legal science" intended for use by legal professionals, and has a longer more detailed civil code with more major categories and more rigorously consistent used of defined terms throughout their codes as a result. Spain was, if anything, a bit more loose in drafting than the French, but made substantive adjustments to reflect local ideas on the correct rule of law. These codes, in turn, were used as models by almost everyone else in Europe. To make a long story short then, Germany and other continental European countries use Latin legal terms not just because Latin was a common language of the clergy and literate elite, but because they were borrowing Roman legal terminology directly from Roman legal sources that had been preserved by monks in through the Middle Ages and then restored to active use in the early modern period, unlike the English, who were mostly coining Latin legal terms for non-Roman legal concepts or borrowing Roman legal terminology in an uninformed and frequently not technically accurate way compared to the way they were used by the trained legal scholars familiar with Roman legal sources on the continent.
This is largely a contract law issue, with little to do with intellectual property. Let's take a closer look at Offer and Acceptance of a Contract. An Offer or Acceptance can be made: Orally In writing By conduct First, you offer your client a written contract, with terms and conditions. Your client refused to accept. There is no contract. Then, your client offers you another contract, orally: We still want you to move forward with the project. We will give you $X as deposit, and then you will begin work. After the project is completed, we will deposit another $Y to you. It is irrelevant whether $X and $Y are the same as in the written contract or not. This is a separate contract, and the original terms you proposed does not apply. Did you accept this contract? From Felhouse v. Bindley (1862): Acceptance must be communicated clearly and cannot be imposed due to silence of one of the parties. Since you accepted the deposit and began work, you have accepted the contract by conduct. This is a contract where there is no terms and conditions besides that one sentence mentioned by your client. Furthermore, you intent to carry on this contract (you wish to complete the project and get the money). This contract has benefits to you for Consideration. Would it have made a difference? Suppose that your client's response is: We are sorry, our company has a weird policy about accepting contracts in writing, 30 people have to approve it and it takes 3 months. Would you take a verbal acceptance? We will give you $X as deposit and you will begin work, after work is finished we will give you $Y, as stated in the contract. Then this would be an oral acceptance of the original (written) contract with terms and conditions. But that cannot happen, since the client explicitly refused your offer. An acceptance must be unconditional. Qualification of terms of offer means to destroy the original offer. Counter-offer means to reject the original offer. Can the client use the deposit as evidence that there is a verbal contract? Yes, certainly. But this contract is not the un-signed contract. Read this conversation, again, carefully: We still want you to move forward with the project. We will give you $X as deposit, and then you will begin work. After the project is completed, we will deposit another $Y to you. There is no mention that your proposed terms and conditions apply, is there? Even if the client, after 2 weeks, come back to you and says: Sorry for refusing your offer earlier. After due consideration, we think your company's proposal is best. We would like to move forward with you. It will be $X for the deposit, and $Y after completion. All your proposed terms and conditions apply. Deal? This time your client is making an Offer. If you accept, it will be a new contract, not the same one you offered to the client earlier. About the money. This is really a case by case situation. Depending on how much the entire project is completed and the nature of the project, results can be different. A deposit is necessary to begin work. The deposit secures the client's intention to carry on the project. The final payment is make after work is finished satisfactorily. Isn't the current situation exactly what a deposit is for?
It depends to a large degree on local employment laws. Depending on how the counteroffer was worded, it might have constituted anything from a binding legal contract for employment for some reasonable minimum term, or a totally non-binding suggestion that was worth less than the air breathed while pronouncing it. Some things to consider would include: What are local employment laws like? Do they require that termination be for cause? If so, what are causes for termination? Does termination require any kind of remediation beforehand? Note that in an at-will, right-to-work state in the US, odds are that the employee can be fired for any time and for any reason, supposing the employer hasn't accidentally entered into a contract by extending the counteroffer. What did the counteroffer say? Did it stipulate that the offer was not for a definite term and that the company reserved the right to terminate the employee for any reason, or no reason at all? Odds are any sufficiently serious business in an at- will, right-to-work state would use standard legal language in any offer or counteroffer to ensure that they are on the right side of this, so odds are the counteroffer was accepted with no obligations at all on the company. Does the termination affect eligibility for unemployment benefits? I would say most likely not, as the termination would probably be recorded as being for no reason legally speaking (if they admitted to terminating the employee for seeking other employment, interested government officials could take a dim view of the company's actions). You'd probably have at least some unemployment compensation coming your way. Some professional - not legal - advice. Never accept a counteroffer. Only get another offer in the first place if you are committed to leaving your current employer no matter what. If your company really insists, you should insist on a minimum definite term of employment written into a legal contract which is signed by an executive and notarized. No company will agree to this (unless the term is shorter than you'd want as a full-time W-2 anyway) but if they do, hey, you have some security (if the company agrees to this, have your own lawyer - whom you pay with your own money - review the document). Even then, I would be very, very careful about staying at a company after getting a counteroffer. Don't do it. Ever. Never accept a counteroffer. One comment asks why I recommend never accepting a counteroffer. There are at least two reasons: The reason you are looking for a new job should be that there is something about your current job that isn't completely satisfactory and that you haven't been able to fix. Either you have grown out of the position, don't like the work, feel you're underpaid, don't get along with somebody, etc. If you were unable or unwilling to fix any of these issues without having another job on the table, having another job on the table shouldn't be what makes you willing and able to fix them. Why work somewhere that you'd constantly need to go job hunting to address workplace issues? Unless the company makes firm agreements about how long they're going to keep you around, you have no guarantee that they'll keep you. Presumably, you didn't have one before, and you don't have one at the new job, but the fact that you are currently employed might support the assumption that your employment would be continued at your current employer and the offer might support the assumption the new employer plans to employ you indefinitely. When you put in your notice, it makes the company more aware of the fact that you could leave at any time; while a perfectly rational actor would realize that this doesn't change the situation at all, companies are run by people and people often act irrationally. Perhaps your manager is vindictive, perhaps your manager is scared that you will still leave after accepting the counteroffer. Maybe your manager knows there are layoffs coming but needs you for the busy season. Hiring replacements can be time-consuming and expensive - and employees who are getting offers of employment elsewhere and putting in notice might be seen as risks. I'm not saying that accepting a counteroffer has always turned out badly. Falling coconuts kill 150 people every year. Still, I am not going to add a coconut rider to my insurance policy and I am not going to accept a counteroffer.
Am I contractually obligated to follow that old handbook? Yes. Consider this: your employer gave you a copy of the handbook saying, "here is a copy of the staff handbook." Because of this, you know that the document in question is the staff handbook of your company, regardless of the fact that it bears an old name, and that the policies it expresses are part of the terms of your employment contract. If you were truly concerned that the document in question had no validity as the staff handbook, you perhaps should have expressed that concern by telling the person giving you the document that they appear to have given you the wrong document, because it bears a different name. By not doing this, you accept the terms in the document. On the other hand, if you do do that, you'll just irritate the people who have to produce a rebranded staff handbook so they can give you a copy.
No Or at least not necessarily. Contract terms are legally one of three types: Conditions, Warranties, or Intermediate. Breach of any term allows the aggrieved party to sue to recover damages - monetary compensation to restore them to the position they would have been in had the breach not occurred. Breach of a condition also (or instead) allows them to terminate a contract. Breach of a warranty does not. Intermediate terms are terms that might be a condition or might be a warranty depending on how egregious the breach was. A contract can explicitly make a term a condition, the historical and still used phrase being that X is “of the essence”. If the contract is not explicit (most aren’t), then that is the concept that the court uses to decide - is the term “of the essence”, that is, absolutely fundamental to the performance of the contract. Similarly a term can be explicitly a warranty, usually by saying party Y “warrants” something. Most incidental or procedural terms are warranties - if breached, they never give rise to a right to terminate. Most terms are intermediate, particularly most terms about time. Normally, intermediate terms are warranties but if a breach is egregious enough, then this can elevate the term to a condition. Payment terms are a classic: if you are a day or a week late in making payment, the other party can’t cancel the contract. If you are a year late, they can. Somewhere in between, your breach changes the term from a warranty to a condition. For your situation, the early delivery is clearly a breach of a warranty, not a condition. If it even is a breach - the contract may say that they are obliged to deliver by 1 December: delivery on 1 November is clearly in compliance with that term. If it is a breach, you do not have the right to terminate the contract and if you tried you would be breaching the contract yourself by repudiation. By the way, repudiating the contract is definitely breaching a condition. A huge number of contract disputes turn on who validly terminated and who repudiated the contract. If it is a breach, you can sue for damages which, since they have not charged you for November, would be what it cost you or what you lost by having their bin on your premises for a month. My guess that this would be in the order of zero.