Can employer claim ownership of intellectual property made while not at work? I've heard in job contracts there can be clauses saying that all intellectual property created by the employee during their employment, belongs to the company, regardless if it's done during hours they are not working. So for example if a computer programmer works Monday to Friday but on the weekend he develops an app (without using company resources) the company can claim ownership of it. Would such a clause be enforceable? Would it make a difference if it's related to the job or not, for example if the programmer made a painting that became famous, could the company still claim ownership? What is the name of such clauses?
Such clauses are called "copyright assignment", "invention assignment", and/or "works for hire" clauses, partly depending on the clause's intent and wording. They're pretty common in employment contracts for software development and some creative positions. Frankly, the clauses don't actually do much, at least in the US -- copyright law already recognizes the concept of works made for hire (which belong to the employer), and claims too far beyond that are often rejected if they aren't obviously related to company business. With that said, your hypothetical programmer's painting is safe unless it depicts, say, the contents of an email from the CEO. :) Even if the clause technically entitles the employer to claim ownership, the employer has no legitimate interest in doing so. Likewise, that app created outside work is safe as long as it is created using no company resources and is unrelated to the employer's business. If the app is obviously related, that's where things get hairy.
Links are in French. As the author of a work, you would generally hold copyright unless there's a contract otherwise. L113 of the Code de la propriété intellectuelle determines who is the rights holder of a given work and I don't see anything there that changes things for you as a contractor. Even if you assigned some rights to your employer through a contract, France has moral rights which can never be ceded. In fact, even if you were a salaried employee, you still hold the rights by default, unlike the US. There are a few exceptions to that though: software, inseparable joint works, and works where the creative process was purely directed by your superiors.
Yes, it also applies. However, an employment implies they agree to having employment related data stored and processed (e.g., to be paid). When there are performance related bonuses in the contract, this will likely (but IANAL) imply they agree to performance data being collected and stored appropriately. Furthermore I would assume most of such data processing (such as knowing who is responsible for a certain change, who created a file, modified it etc.) falls into "legitimate interests" of the employer, as this information may be necessary for operations. I'd assume (still IANAL) that much of the consequence wrt. GDPR is the right to have your data erased. So a company should be prepared to remove such data when an employee leaves the company, e.g., by clearing the responsible person fields upon request. At least for data where there is no legal requirement to have such data provenance. But: consult your lawyer for a proper legal opinion!
It's not fair use. Fair use is when you do something that normally only the copyright holder can do. Playing a video game is the ordinary, intended use of the work. In the United States, ordinary use is not protected by copyright. 17 USC 106 sets out the rights protected by copyright. The include copying the work, producing derivative works, distributing the work, and so on. None of these are ordinary use. Someone could perhaps argue that you are creating a derivative work. I doubt that argument would work because you are not taking any protectable elements from the work. But if anyone did argue that, it would make sense to also argue that if that's so, your use would still be covered under fair use because it's transformative, does not substitute for the original work in any way, and takes very little of the work.
Canada In Canada, "the author of a work shall be the first owner of the copyright therein" (Copyright Act § 13(1)). Also, "[w]here the author of a work was in the employment of some other person under a contract of service or apprenticeship and the work was made in the course of his employment by that person, the person by whom the author was employed shall, in the absence of any agreement to the contrary, be the first owner of the copyright" (Copyright Act § 13(3)). Nothing in your description of the situation describes to me an employer/employee relationship, so in my opinion, § 13(3) is not implicated. Even if there were an agreement or contract to transfer copyright to an LLC or assign it to the other individuals, absent an actual writen assignment, the original owner still owns the copyright. "[N]o assignment or grant is valid unless it is in writing signed by the owner of the right..." (Copyright Act § 13(4)). In University of London Press Ltd v University Tutorial Press Ltd, there was a contract that required assignment of copyright. "The examiner was the first owner, and he has not assigned the copyright in writing signed by him or his agent. The copyright therefore remains in the examiners, subject to the obligation under the contract of employment to assign it to the University or as it may direct." Even though copyright was owed to the University, it didn't become theirs until the written assignment took place. United States Similarly, in the US, "Copyright in a work protected under this title vests initially in the author or authors of the work.", and "in the case of a work made for hire, the employer or other person for whom the work was prepared is considered the author" (17 U.S.C § 201). "A transfer of copyright ownership, other than by operation of law, is not valid unless an instrument of conveyance, or a note or memorandum of the transfer, is in writing and signed by the owner of the rights conveyed or such owner's duly authorized agent." (17 U.S.C § 204) Conclusion In both Canada and the US, transfer of copyright requires an affirmative act (a written, signed document, or a note or memorandum, etc.) Since nothing in your description indicates that the author has prepared a signed, written, instrument of conveyance or note or memorandum of the transfer of copyright, the copyright still belongs to the original author.
If it is open source code, then usually the requirement is that you produce the source code for the software that you release. Exactly for the software that you release. For example if you took open source software X, and added feature Y, and distributed the combined software outside your company, anyone can request the source code for X including Y. Handing them the source code for X only wouldn't meet the open source requirements. Now all this is not illegal, but it means the copyright holder of X could sue you for copyright infringement. They will do that if they have enough reasons to do so. So let's say you are continuously developing your software and occasional hand out your compiled software. Say you built versions 100, 101, 102, 103, 104 of the software, you gave versions 100 and 103 to customers, and anyone asking for the source code is given the source code for the latest, slightly improved version 104. The copyright holder of X might sue you but: 1. They wouldn't know you are doing this. 2. A judge might side with you and decide that newer, improved source code is good enough (I don't know this, but it seems not unreasonable). 3. The copyright holder might decide that they don't want to sue you for this because you are close enough to meeting the requirements.
Does this amount to the employer potentially paying the employee to lie to them, to no ultimate legal effect? Or will the employee have a problem if they end up with an obligation to sign a statement that is not in agreement with reality? Neither. Contract law contemplates a party's subsequent inability to comply with the terms that were established at the formation of the contract. In the Restatement (Second) of Contracts, this is referred to as supervening impracticability. See, for instance, the Restatement at § 261. In the hypothetical scenario you outline, the loss of a company laptop renders the employee's promise (namely, "to return any company-issued computers or devices") impracticable. Instead, the circumstances may entitle the employer to restitution (by the employee) for what the employee now is literally unable to return. That would be cognizable as compliance in substance.
There is no IP in ideas! There is copyright in writing it down - they can't use your exact words without permission. However, sending it to them in the form of a suggestion would give them a pretty much unassailable argument that you have given them an implicit licence. You can patent an invention (not an idea), claim IP in a trade mark (also, not an idea), register a design (again, not an idea) and hold copyright in an artistic work (once more, not an idea). They are required to keep confidences but offering them a suggestion probably doesn't count as supplying confidential information. I can see no risk in acting on customer suggestions. Hence, the idea to raise prices can be acted on or not at the discretion of the company.