At what level of granularity is a client required to pay This is more of a thought experiment more than anything else. But let's say for argument's sake that a client had a contract in place with a worker for 100/hr. And also for argument's sake, the worker is a bit cheeky and decides to charge the client for work down to the level of seconds. The worker also has verifiable logs of every second work. If the worker charged for 1hr 12 min 39 seconds, and the client refused to pay for more than the hour, what would happen? Would the judge simply throw it out? Is there some merit to the hypothetical worker's case? EDIT: Answer for the US Jurisdiction for which you are most familiar
If this is a client - contractor relationship, it depends on the contract. Attorneys may bill on a quarter-hour basis, or a 10th-hour basis. A 1 minute phone call under a quarter hour billing basis is more expensive than under a 10th-hour basis, all other things being equal (i.e. the hourly rare). So if I hire an attorney to do something and he bills me for 1 hr 6 minutes because he spent 1 hr 4 minutes to do it, he can do that, and I can't object that he didn't spend a full second hour on the task. It just comes down to what the client and contractor agreed to, and if a contractor wants to bill by the second, he can. For employers and their employees, the Fair Labor Standards Act applies in the US (there are state analogs which mostly say the same thing). The employer is responsible for paying employees based on work done, so they have to keep records. Department of Labor rules allow an employer to simplify record keeping, for example they can round employee hours (1 hr 2 minutes is the same as 55 minutes) – you have to be consistent. They explicitly allow 5 minute granularity, and don't disallow granularity to the second.
You can either sue the company in the US, or in the Philippines. It would be easier for you to sue in the Philippines, but easier to collect if the trial is in the US. You need to hire a lawyer and provide more details. In both countries, it is illegal to refuse to pay an employee for work done, but it is not clear from your description that you were legally employees (this could be a breech of contract case). The Fair Labor Standards Act (which requires employees to be paid) may be applicable to the company: although there is a "foreign exemption" for word done overseas, this seems to relate to minimum wage, overtime and child labor, and not the basic obligation to pay wages.
Typically in defamation law, claims made persuiant to litigation are not defamatory, since they are going to be tested for validity if the case goes to trial. I'm not familiar with any differences in what is generally done in settlements between the U.K. and the U.S., but since both are Common Law countries, and Settlements are very common in civil proceedings in the U.S., it's a good start. Generally a settlemant can occur anytime before the verdict of the case is rendered, although usually it will happen after preliminary hearings during the Discovery phase. In the U.S., Discovery is very broad and one need not prove that the requested items contain evidence but might contain evidence. This means that, for example, you could request a substantial amount of e-mail records from the opposing party because somewhere on the company e-mail server, there might be something to help your case. And even if after you sift through the emails and find no smoking guns related to your case, you could find some dirty laundry that's unrelated but still damning... if not more so than the initial case. Many people, especially big compainies, would rather just give the ex-employee some what he/she wants, if it means they don't get to see the proverbial man behind the curtain. Additionally the practice might fall into a legally gray area of the law that, if it reaches trial, could hurt the company or even the industry if a judge rules against the company, effectively saying that this gray area is now definately illegal. Better to eat the loss of capital with the settling out of court than to take the much larger hit of the buisness practice being illegalized all together. Typically in settlements, both parties agree to terms and sign a contract. While the whole of the terms are never discussed, almost all include that the plaintiff will drop the case and never bring the matter to court again and that both parties will sign a non-disclosure agreement (NDA) meaning that they won't discuss the rest of the settlement terms with anyone not party to them. If the plaintiff does break the NDA, the defendant can sue for breech of contract and recover at the least the monitary compensation they awarded in the settlement. Conversely, if the respondent breaks the NDA, the plaintiff can refile their initial suit with the addition of breech of contract (and this time it will get to court... and all the dirty laundry sees the harsh light of day.). While the respondent in a settled case can possibly sue for defamation if the plaintiff said the respondent did what the initial suit claimed they did (legally, it was never proven or disproven), or they were guilty (again, since no verdict was reached at trial, no guilt was established), the breech of contract is a much more airtight case and doesn't open up discovery to the respondent's cupability in the settled case (since the breech is about discussing the settled case at all, not the validity of the accusations of the settled case). Typically they would not go this route because then it opens the can of worms the settlement was trying to keep a lid on.
I've litigated cases like these before. The IRS enforcement reaction is swift and severe. Penalties for the employer are heavy and rarely waived. It would be rare for a business like this to stay operational long enough to issue a W-2. A business like this would probably be shut down by the IRS and have the people responsible for the payroll function, at a minimum, promptly burdened with tax liens, within four to six months. These cases also constitute a significant share of all criminal tax prosecutions. The odds of someone doing this spending several years in federal prison is high. Generally speaking, if the wrongdoing is fully on the part of the employer without the collusion or knowledge of the employee, the IRS will not force the employee to double pay the taxes that should have been withheld by the employer in this situation. Instead, this IRS will try to recover the amounts that were withheld from the employees but not delivered to the IRS. It will seek to recover these amounts from the employer and also from other responsible persons in the organization (and from outsourced professionals) with the authority to pay the IRS who did not do so. There may be circumstances, if push comes to shove, where the IRS could collect from the employees in a case like this one (I've never had occasion to need to research that issue), but that would be the rare exception and not the rule, in practice. On the other hand, if the employer simply does not withhold taxes or prepare W-2s at all, and either 1099s people who should have been classified as employees (or files no information tax returns at all), the IRS will generally insist that the employee pay income taxes on the full amount owed and that they pay the employee part of payroll taxes. It will also pursue the employer for the employer's share of payroll taxes. The employer will also be jointly and severally liable for any taxes that should have been reported and subjected to withholding that are not paid by the employee (perhaps because the employee spent all the money). Sometimes cases like this are also criminally prosecuted, but it is less common to do so.
If you want to be argumentative about it, the burden of proof is on the person making the accusation. This also means the burden of production is, too. Underlying the whole matter is a claim that you've engaged in &quot;breach of contract,&quot; namely failing to pay rent. Your legal obligation is to not engage in contract fraud nor breach of contract. You are to exercise due diligence in resolving any breach of contract. You may ask the lessor to provide evidence in support of the claim while admitting that you have difficulty looking that far back into the issue. The idea here is to &quot;work with&quot; the lessor rather than immediately taking an adversarial stance. Normal people become very disgruntled by those taking an immediate adversarial approach rather than seeking to work with the other person to resolve the dispute.
It’s their job Or, at least, part of their job. For some, like state-employed medical examiners it’s an explicit part of their job description that they will give expert testimony when required. For others, it can be something they choose to do as part of their business, either as a side-gig to their “day job” (most experts). Or because their primary business is dispute resolution, this includes many professionals who become arbitrators or expert determiners and offer their services as expert witnesses. In both cases, it’s a job for which they get paid, and usually, paid handsomely. For example, all the engineering companies that I have been part of charge 3-4x their normal fee for legal work partly because it’s demanding work that distracts from their core business but mostly because of market economics - people will pay more for an expert witness than they will for a consulting engineer even when they’re the same person. It’s also difficult and nasty work - no one enjoys writing reports that they know are going to be attacked over every inconsistency. As for giving evidence and being cross-examined? Even at $500/h, you’re getting a bargain. Other people may be motivated by the noble ideal of a just cause. Me? Here’s my bank account, make sure the money’s there before I testify. So, how much were you offering?
The fact that you're not a native speaker of English doesn't alter the legal situation. If you literally had no understanding of English but for some reason you signed a piece of paper, then you might argue that there was no agreement in the first place, but obviously you do speak some English. Most people don't actually understand what contracts mean (on both sides). Contracts are still enforced, based on what the contract says. The move-in data is proposed, not firm, and it even indicates what the charges are if your circumstances change and the dates have to change (whereas is their circumstances change, they wouldn't have a basis for charging extra). It also does say that there will be no refund if you change your mind. So the piece of paper says "No refund". The problem seems to be that there's an "agent" whose statements you relied on, who is ultimately responsible for this problem, and s/he implied that you could get a refund. It's not clear what kind of "agent" this is (is he working for you, or for the owners?). You'd have a somewhat different legal basis depending on which it is, but you could sue someone in either event, assuming that you could actually persuade the court that you were given false information which you relied on. The statement "they will refund your money if the guy doesn't move out by the 16th" is false; the statement "they may refund your money if the guy doesn't move out by the 16th" is true. If the latter was the statement that you relied on, then you knew (or should have known) that that isn't a promise, it's just a guess, and if you read the piece of paper you know that it's a promise with no basis. So I would say it comes down to establishing what promise was made to you. Arguing that the agent "made" you sign isn't going to get you anywhere (unless you can prove actual coersion).
From your account, you seem to have entered into a verbal contract for this extra work to be done without agreeing a price. According to this article, Canadian courts will assume that a contract contains &quot;implied&quot; terms &quot;on the basis of the presumed intentions of the parties where necessary to give business efficacy to the contract&quot;. To put that in English, these are terms that must be there because otherwise the story wouldn't make sense. In this case the implied term is that the lawyer will be paid a reasonable amount for his work, as it would be unreasonable to expect him to do this for free. Lawyers generally bill by the hour, so a reasonable amount would be the time he spent multiplied by his usual hourly fee. If that is what he has billed you, then I'm afraid you owe him the money.