Can a director of a for-profit corporation be unpaid, or paid a nominal salary? If a corporation has a director who doesn't actually do much and is just there to fulfill a legal requirement, and the director does not want to be paid, is that legal? What about a $1/year salary? Does it matter if the director is a shareholder?
A member of the board of directors of a corporation does not have to be paid, and can likewise be paid only a nominal amount. Members of the board of directors in closely held companies are rarely paid for that service, although some pay for members of the board of directors is the norm in publicly held corporations. Most members of the board of directors in closely held companies are managers, owners, or representatives of owners of the company, who derived economic rewards from the company primarily in those roles. Compensation for outside directors in publicly held companies reflects the fact that these directors, collectively, typically own only a tiny percentage of the stock of the company upon whose board they serve and by definition are not employed by the company in another capacity. So, the value of their contributions is often not fully captured by other means of receiving economic rewards from the company. Payments for serving as a member of the board of directors of a corporation, at least when one is not also an employee of the corporation, are classified as self-employment income. Members of the board of directors who are not also employees of the corporation are usually considered independent contractors rather than employees.
I've been wondering if it is possible to hire / create a company with someone who would open a restaurant in my place and manage it according to my guidelines. Yes, of course. You can do it just like you described: Create a company, hire employees, (let them) open the restaurant. You, as the owner of the company, could set up whatever guidelines you have in mind, and your employees would be bound by them (limited only by general laws, such as on health and safety). Some caveats, however: You will need money to set this up - for buying / renting space for the restaurant, for paying your employees, obtaining supplies, initial marketing etc. It may take a while until the restaurant earns money (if ever), and you'll need money in the mean time. Someone will need to manage, that is make decisions. You can do that yourself, but then you will work for the restaurant (which you write you do not want to do). Or you can hire someone to do it for you, but that will cost more (in salary), plus you will have to find someone you can trust. That's a tradeoff for you to make. I guess it'd be like an intellectual property. That depends, but usually there will be little in terms of intellectual property. If you have a unique idea for the restaurant, you could patent it, but there are many restrictions on what you can protect, and ways around it, plus this also costs money (a lot if you need a lawyer's advice). Apart from that, you can register a trademark for the restaurant, but that only protects the name / logo, not any ideas. Finally, some of your ideas might be considered trade secrets, but again the protection is limited. In general, there is no blanket "idea protection". If you have a good idea for a restaurant, in most cases other restaurants will be able to copy them, possibly with slight changes - take that into account.
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.
This is a well established model in the UK. One route is the umbrella company. Y here would be the umbrella company. A would then either be providing services to Y or be employed by Y. You may be wondering what use it is if A is employed by Y. The answer here is that whilst A may not benefit from the tax treatment, X does not bear the burden of running PAYE etc. Further, because of regulations such as IR35, it may be that there is a doubt as to whether employment tax apply even if there is a contract for service. Essentially disguised employment means taxes are levied on the employer as if an employment existed; however, in this situation X has the comfort that if this arises they will (normally) fall on Y rather than X. Another route is the service company, where normally A himself will own it (or it is owned between A and A's spouse), take a combination of salary and dividends out (using two allowances if owned between spouses), and he will bill X or Y; companies exist which will perform all the necessary paperwork to do this (in which case Y is called a managed service company), as opposed to a personal service company (if A sets it up himself). It's not clear where you are based, but if you are based outside the UK (and possibly if you are inside the UK) there are accountancy companies that specialise in setting all this up.
TL;DR: It is a $100.000 lawsuit. Talk to a lawyer. If getting out of lawsuits was as easy as acting through a company and selling it afterwards, nobody would ever get paid damages. In addition to that, any answer will depend heavily on a lot of data that you do not disclose (location, kind of company, what is the basis for the lawsuit, etc.). Talk to a lawyer. But, a couple of points to help you understand the situation: the only reason she was 51% shareholder was because my father wanted a certain tax exemption for minority women owning businesses. It does not matter the reason, she was the shareholder. And in fact, I would not publicly use that reason as an excuse before checking with a lawyer, because perhaps it could be considered fraud1. she gave up her rights to the business. Exact wording of the agreement will be important for your lawyer. Did she return ownership of the stock? Or did she just agreed not to manage the business? In C corporations, stockholders are only liable for the money invested (i.e., the value of their stock may drop to zero, but no one can sue them for more). In other kind of companies (unlimited companies), owners can be forced to pay (fully or partially) for the debts of the company. does it matter if she sells her shares at this point or will she still be sued? Who exactly is going to buy the stock? It does not sound like the company is publicly traded, but just a small operation. Unless her 51% is worth more than she is being sued for -or the buyer thinks that the lawsuit will fail-, people won't be interested. Of course, it might be tempting to "forget" telling about the lawsuit to prospective buyers, but that probably will end with the buyer suing your mother when they discover that she has not fully disclosed the status of the company. Talk to a lawyer. 1But explain all of the details to your lawyer, s/he may make use of them and convince your father to take full responsability. And your lawyer will not inform the authorities. Talk to a lawyer.
What you describe is forbidden by corporate law in every jurisdiction with which I'm familiar. I don't know the law in Quebec, but in principle: An entity in control of a corporation can't use that control to unjustly enrich himself at the expense of other shareholders. (If he does so through deceit then he is committing the common law tort of fraud, and quite likely a criminal offense.) A trustee or fiduciary that uses his control of assets to enrich himself at the expense of those to whom he owes a duty (e.g., minority shareholders) is guilty of various statutory offenses, among which may be "Breach of Fiduciary Duty" and "Fraudulent transfer." Sales of corporate assets in general must be done through an "arms-length" mechanism. If they are being auctioned off, and the auction isn't open, so that an insider is able to purchase them below "fair market value," then, once again, a fraud has been committed. The grading and remedies vary by jurisdiction. Of course, whether it's worth pursuing a remedy through legal action depends (as always) on: the amount at stake, the cost of pursuing the remedy, statutory allowances for punitive damages, the likelihood and cost of collecting on any judgement won. Only a lawyer familiar with the jurisdiction, the complaint, and the corporation's governing documents could help you answer that question.
They can ask, but there is nothing in law - that I can find - which obligates an answer. (There may be some exceptions that require a previous employer to provide a reference which might include this detail, but that does not appear relevant here.) As an aside, there is an ongoing #EndSalaryHistory campaign by the Fawcett Society which is focused on equal pay and sexual equality in the workplace, and they are calling on employers to: stop asking salary history questions...
Without commenting on the relatively strange situation itself, it is still useful to actually read what was actually said than what was described in a letter from a third person, even if the relayed information is technically true. The supposed basis for the claim of a zero salary is from an email allegedly sent by the department head (appendix 15): In short, you are not teaching in 2022/2023 and you have not submitted the required outline of your research or other engagement. I am very sorry that we cannot establish that you will be doing any work expected of a faculty member. Thus we cannot pay you. Starting with the Fall semester, your pay will be reduced to zero and you will be placed on unpaid personal leave. Essentially, the professor is being put on an unpaid leave because allegedly he is not doing any work. Consequently, minimum wage laws are not engaged even if the professor is not exempt as teachers since he is not being required to do any work. In the U.S., employers generally can do this (unless a work contract provides otherwise); in many circumstances, it is called being laid off (though the term has attracted a permanent connotation in parts of North America) or being suspended. An indefinite unpaid leave can be considered constructive dismissal if the employer does not reasonably allow the employee to return to work. It may not be constructive dismissal if the unpaid leave is prescribed by binding employer policies or because the employee refuses to work (and the employer allows the employment relationship to continue). Even if it is constructive dismissal, it is not automatically wrongful.