May an employer legally terminate a contract, should the planned funding supporting that contract cease to exist? A Canadian university issues job offers for its post-doctoral fellows according to a template in which one reads: This appointment is a term appointment from [date] to [date], and is funded, at least in part, from funds external to the University’s general purpose operating budget. In the event that these funds cease to be available, your appointment will be terminated. What is the rationale behind the legality of this clause? (Assuming that the employee's performance is satisfactory) shouldn't the employer be fully responsible for the salary coverage of his employee in the course of his contract?
Provincial jurisdiction may need to be specified. But in general, assuming you are not covered by a collective bargaining agreement, you can be terminated for any reason or even no reason, as long as the contract is followed, the actual or apparent reason is not discriminatory or otherwise illegal and the termination procedure meets the provincial employment standards. The labour law usually provide requirements for notice periods or severance pay (or both), unless there exists a just cause (e.g. extreme disregard of duty, theft, repeated insubordination, etc.; lack of funds on the part of the employer is not a just cause). shouldn't the employer be fully responsible for the salary coverage of his employee in the course of his contract? Yes, but the contract is saying it can be terminated under certain conditions, after which time you are no longer &quot;in the course&quot; of your contract. Termination due to lack of funds is usually not considered discriminatory or otherwise illegal. You remain entitled to wages for any period you have worked. Additionally, the employer needs to respect the required notice period or severance pay under the provincial employment standards related to termination with or without cause, regardless of the funding situation.
Termination. The binding provisions may be terminated by mutual written consent of the parties; Provided, however, that the termination of the Binding Provisions shall not affect the liability of a party for breach of any of the Binding Provisions prior to termination. It basically says that you and the company can free each other from the contract or any part of it — by signing another agreement. This is limited though: if either of you have breached the original contract and become liable (e.g. one of you owes the other heaps of money for damages), then those liabilities will remain. ... which is nonsense of course — because you always can free each other from any liabilities to each other if you both want it.
The parties to the contract have not changed; they are still the purchaser company and the scrap vendor. The obligations have not changed; they are presumably based on amounts of stock and monetary value. The only changes are in the name of one party and its ownership, so unless the contract permits termination for those reasons (not unheard of, if a contract has been intended to provide/avert support from/by a particular party or symbolism) the contract still stands with all its terms. A novation is not needed.
What stops a university form doing anything it wants is the contract you entered with the university when you enrolled. (I'm writing from the perspective of a student, not faculty). You and they are bound by the contract, and part of that contract will be a clear outline of academic processes such as ethics, grading, class requirements and test taking, as well as penalties for cheating and plagiarism. That contract will be outlined in your student handbook. That handbook and contract will also clearly outline (or should) the grievance process and remediation for both students and faculty. Since you feel that the university is not being fair, you need to start with investigating that formal grievance process and look into gathering your materials and filing a complaint. The college will have an office that handles such grievances; you need to find it and talk to them. If they are a private college, yes, they do have their "own rules," but some aspects of federal, provincial and local civil and criminal law will still apply. Be aware that the school contract may bind you to arbitration - which means you have to deal with the college on all matters - and you may not be able to go to a public court on a civil matter. A lawyer will be able to tell if you are bound by arbitration and if so, that's the end of the road. If not, a lawyer will tell you if you have a criminal or civil case. In any event, the grievance process at the U will more than likely be your first step. If by chance criminal misconduct is found during the grievance process, then a federal, provincial or local prosecutor would be involved; we would assume the university would be forthcoming if that need appeared.
Can a district rescind an offer of employment? Yes. Any contractural offer can be withdrawn so long as it has not been accepted. You did not accept it, so the withdrawal is legal. Can they hire someone who is not qualified ... That depends on the particular law that mandates the qualification. As a general principle, anyone is allowed to work at anything unless there is a law that says “you cant do job X unless you have qualification/licence/accreditation/whatever Y.” So you need to actually read that law. Some allow a grace period for a person to do X while they get Y and some are outright prohibitions. And there are some things that people think require a specific qualification because everybody has one but there is actually no legal requirement. For example, I’m a qualified arbitrator, adjudicator and mediator. I need the qualification to work as the first one in australia and I it to work as the second in queensland but not new-south-wales but I don’t need it anywhere to work as the last one - most mediators have qualifications but they are not legally required. I am not a qualified lawyer because I don’t need to be to work as any of the above and, indeed, merely being a lawyer does not allow you to work as an arbitrator. … and rescind my offer of employment? The eligibility of the person they chose to hire has no bearing on their decision not to hire you. If they have hired an unqualified person then that is for the relevant regulator to deal with and has nothing to do with you. Are they not obligated to hire the most qualified applicant? No they are not. Employers have the discretion to choose the applicant they consider the “best”. And they can assess how your better qualifications weigh up against someone else’s past history with the organisation. Provided they do not consider things that they are not permitted to consider under discrimination law and that the process is not corrupt, they can weight the various factors how they wish. However, if an employer has stated that they will weight various applications is a specific way, then they have to do that.
You cannot contract outside the law Any "contract" that purports to break the law isn't a contract - it's an unenforceable agreement. For example, across all jurisdictions, a contract that is unconscionable is void. So is a contract that requires one of the parties to break the law - a "contract" for murder for example. In addition, you cannot call an employment relationship a "business" relationship - if the relationship meets the requirements of an employer-employee relationship then that's what it is and woe betide you if you haven't complied with all relevant entitlement, tax, insurance and safety laws. In addition, all of the relationships you listed are contracts.
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?
Can non-competes be enforced after expiration? Strictly speaking, it can no longer be enforced. Instead, company X may still obtain remedies for your breach of contract (I am definitely not "condemning" you, as I totally understand your position; I'm just explaining the vulnerability to which you are exposed). What you call expiration is more of a "freezing period" during which you were prohibited to work for company Y. But what matters is the concept of statute of limitations, which is the period during which company X may sue you for breach of the non-compete clause (and hence, breach of contract). The statute of limitations for breach of contract varies by jurisdiction. In jurisdictions of the U.S., typically it is three or six years. It was risky for you to rely on company Z's "assurance", especially if Z did not memorialize --in writing-- that it would defend you in the event that company X sues you for breach of contract (after all, Z alleged being "confident they could defeat the non-compete if necessary"). Furthermore, company Z's allegation that your promotion nullifies or supersedes the "old" non-compete seems devoid of merit, at least at first glance. One would need to know the terms of your contract with company X to ascertain whether company Z's assessment is accurate.