Altering an employment contract prior to signing So in this SE question the op has had verbal agreement of renumeration during the interview, however the offer letter and contract, state that pay info will be provided after starting with the company. Now this makes the company sound either sloppy, or suspect AF. But let's put to the side for now. Would it be: 1. Legal 2. A good or bad idea to Make an amendment to the contract? Something like, add a clause with something like: "Annual salary will be $&lt;Amount verbally discussed&gt;, and going foward, can be adjusted by mutual agreement"
Can you amend a contract? Yes. Depending on the complexity of the contract and the part(s) you wish you change/add/delete/correct, you may wish to amend a contract or rewrite a new contract. Should you choose to amend, you have options. Before Signed: The easiest way to amend a contract that has been printed and is awaiting signature is to pencil in a change and have both parties to it initial the written-in change. This occurs all the time and can be for substantive items or to correct typographical errors. That said, technically, this is not an "amendment" to the contract. As noted in a comment on your question, to unilaterally alter the document and send it back for approval would amount to a rejection of the an offer and a counter-offer. After Signed: This solution applies mostly to contracts between private parties, but not necessarily only to them. In business contracts, the terms will often contain the method by which the contract may be amended. An example that appears often is a requirement to make amendments signed and in writing. Lists of best practices on various websites include typing the amendment out on a separate document, labeling it distinctly as an amendment to the existing contract, indicate that the change contained in the new document is the only change being made to the original contract, and, of course, both parties must sign and date the amendment. Would it be a good idea or a bad idea to make an amendment to the contract? Unclear; possibly. Whether it's the contract in the question you linked to or any other contract, the answer to this question will be specific to the factual issues related to the contract and the change being contemplated and the answer may not be the same for both parties. So, there really isn't a general answer to this question.
Unless your lease clearly denies the possibility of prorating, the emails are binding (and yes, emails count as in writing). The landlord ought to honor the conditions outlined in the emails, and it is not your fault that the manager was ignorant about his or her employer's/landlord's policies at the time the manager computed the prorated amount. Additionally, if the lease only speaks in terms of 20-day notice, then it implies that prorating may apply. It is possible that the lease contains language in the sense of when the notice becomes "effective". If so, that would require a more detailed review of the language therein, since even in that scenario you might prevail on the basis of the doctrine of contra proferentem. Here the difficult part seems to be that you are not in the US. Because the amount at issue is not high enough, the grievance/complaint would have to be filed in Small Claims court. And, as far as I know, the parties cannot be represented by a lawyer in Small Claims court. You might have to file your grievance once you are back in the US.
I assume that you arranged a contract with some company which paid the contractor the full amount, and not you have to pay that company. If you stop paying the finance company, they will initiate legal proceedings against you to make good on your obligation, and that won't affect what the contractor does. It might not hurt you to write a formal letter (no phone calls) to the contractor stating that you require them to complete the job by some date certain, and hope that you won't have to take the matter to court. If you decide to write the letter yourself, you want to avoid saying anything that could be held against your interest, for example "I don't care how crappy a job you do, I just want this job done!": you need to be sure that what you say in a letter does not put you at a legal disadvantage. The best way to guarantee that is to hire an attorney to write the letter. If you want your money back (plus interest), you will almost certainly need to hire an attorney to write the letter. It is possible that there is an arbitration clause in your contract, requiring you to settle disputes with the firm Dewey, Cheatham &amp; Howe. In that case, your attorney might not be able to do much for you. There cannot be a clause in a contract that penalizes you simply for hiring an attorney.
One of the principles of contract law is that the offer and acceptance are evaluated based on the objectively ascertainable intentions as judged by a reasonable person. On the facts that you have provided - even if your friend claims that they filled it out wrong, there is no reason for someone to objectively think so, particularly given the fact that they went to the trouble of writing the information in. However, this will depend on what kind of legally binding document this is. If it is, in fact, a contract, then the employer must accept it before it becomes legally binding, and they must actually communicate this acceptance to your friend (the offeror). If this is a policy document, then it is only legally binding if another contract has said that it is legally binding - generally, (smart) employers will include a clause in their employment contract stating that you are to adhere to policies but that those policies do not form part of the contract. If that is the case, then your friend is legally bound by the terms of the policy and will breach their employment contract if they do not adhere to this policy. This is unlikely to be an issue of contract law in and of itself - your friend cannot unilaterally bind their employer to terms as he sees fit. More information - including the nature of the document and other agreements that were made - would be required to provide more useful information (and that's what you would give to a lawyer).
we would like to know whether we have sufficient legal grounds to sever/terminate/exit this contract with Superior Management Co.*, if the company does not mutually agree to do so. No. In that event the HOA is stuck with the contract at least for the remaining part of the current period. The HOA's concern that the provider could breach the contract by significantly underperforming seems speculative and does not entitle the HOA to breach it first. Changes in the name and/or ownership of a party does not alter the parties' rights and obligations pursuant to the contract. This implies that neither party is entitled to disavow his obligations by terminating the contract altogether. For early &amp; unilateral termination to be an option, it would have to be provided in the terms of the contract itself.
Generally a signature is binding even if you have not read the document you have signed; as far as the law is concerned you should have and it's too bad for you if you didn't. Of course, this presumes the contract is otherwise valid. In the circumstances you describe you should ask to see the document before signing. If that is not possible, then instead of signing you should write "I do not agree" instead and take the printed statement - only 1 in 100 people will actually check that you did sign. If you have signed and do not wish to be bound, you should contact the company immediately in writing and say that and that they can collect whatever goods they have supplied.
The Company is performing wage theft I have never heard of a wage method that pays a salary according to hours but doens't pay for hours over 40. Monthly Salary, by definition, is paid regardless of hours. Your contract doesn't give hours, it just gives a monthly total. That's a contract, and you should be paid according to the contract. In terms of fairness, it certainly isn't right to dock pay for weeks you worked less than 40 but not give you credit for weeks you wored more than 40. Now, it's not clear if you moved to direct employment for the second month. If you did, the first month would be a contract violation, and the second would be a violation of wage &amp; labor law. A company can't pay you salary as an exempt (exempt from hourly wage laws, like management) employee and also dock you pay according to hours worked. So what can you do? If you are still a contractor and actually want the job, not much more than arguing with payroll. Since you (why?) decided to be a contractor instead of a direct hire, you have exactly zero protections to getting let go. If you are a direct employee, you have protections from bringing action about being paid fairly, though your long-term prospects there would be problematic if you have to take the company to task using the government. Any HR rep should know all of the above. But never just go to HR without talking to your manager first. Remember that HR works for management, and working against your manager is generally a bad career move.
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...