Break Contract after company sells to new owners and changes names Company A signs a contract with company B, a scrap metal vendor, to buy all of company A’s scrap metal produced. Company A sells out to new owners and changes names. Company B continues to purchase scrap metal from the new company A under the contract terms. New company A wants to change scrap vendorswhen the contact expired, but there is a 1 year auto renewal clause if Company A does not give 30 days written notice from the expiration of the contract. Since Company B did not sign any type of Novation to the new Company A’s name is the contract null and void?
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.
Would breaking a rule in the handbook constitute breach of contract? Generally speaking, yes. Of course, most employment contracts are "at will" so a breach of contract often isn't necessary to terminate employment. Does my employer's updating the handbook constitute a unilateral change of contract? It depends upon what is changed in the update to the handbook. Typically an employment contract would have a term that says something to the effect of "employee shall devote his full time effort to perform the duties he is directed to perform by employer in a satisfactory manner." If the employee handbook says, "part of every employee's duties includes cleaning up his work area at the close of business each day, locking his file cabinets and shutting down his computer", this would typically simply be a definition of the duties of the employee which the employer reserved the right to change in the original employment contract, and not a unilateral change of contract. On the other hand, if the employee handbook says, "vacation days may not be taken during December" when the employee's contract simply said that "you have ten vacation days per year", that might constitute a unilateral change of contract which might not be enforceable for an employee with a fixed term of employment who was not an employee at will, without additional consideration. Locale is UK but (I assume) contract law is pretty universal so answers specific to any region are welcome. I have answered based upon general contract and employment law, but the UK frequently sets mandatory standards for different kinds of contracts and modifies common law rules related to contracts (much more so than the U.S.), so it wouldn't be very surprising if this were modified by a statute of which I am not aware. We have UK lawyers who contribute to Law.SE and they can chime in if there are particular statutes in the UK that apply to this question.
A contract need not be written to be valid and enforceable. However, if there is no written contract, then in a dispute the burden of proving (via a preponderance of evidence) a contractual obligation falls on the party asserting it. In the scenario you describe it sounds like that would be impossible for the processing company.
Why is this reply not considered an agreement to sell the company? Because a sender's opportunism regarding the bizarre contents of the autoreply preclude a finding that there is a meeting of the minds. Could someone get out of a contract by proving that their email agreeing to it (e.g., &quot;Yes, I agree to the contract&quot;) was an autoreply? It mostly depends on the element of authorization to set up the autoreply that way. If the person who wrote the autoreply was authorized by the user of the email account to set it up that way, the contract binds the user. This form of blind and reckless formation of contracts is an extreme scenario of Restatement (Second) of Contracts at §154(b). The contract might be null and void as unreasonable, contrary to public policy, and/or on other grounds. But a wide range of scenarios would fall short of warranting a nullification of the contract. (Disclaimer: I am affiliated with the linked site.)
If you have no contract to provide the service then you have no obligation under contract law to do so. However, if you are aware that withdrawing the service could or would cause damage to their business then doing so may leave you open to a suit on the basis of negligence; particularly if you do so precipitously and without warning. You should write to them in the following terms: Despite our agreement that the contract would not be renewed you have not made any arrangements to stop using my service. Consequently I consider that by your actions, you have continued to treat the contract as ongoing. I am happy for this arrangement to continue on a month-by-month basis and will be invoicing accordingly. If this is acceptable, please respond by 4pm on x/y/z; if you do not do so I will switch the service off at 4pm on x/y+2/z
Can he/lawyer try to use the payment to me as leverage, for example, offer to give me that payment only if I agree to sign a non-compete or other document? The employer ultimately ought to comply with the written agreements between you two. The employer is not allowed to belatedly impose conditions that alter (to your detriment) the contract(s), let alone when you are no longer his employee. The clause "You will be paid on X and Y when/if they close" does not reflect whatsoever that payment is contingent on your acceptance of a non-compete agreement. Your description does not reflect any legal merits that would justify your employer to further withhold the compensation to which you are entitled pursuant to the deal/sale that got closed. The employer and his lawyer are just being vexatious.
The fact that you have been laid off is both your company’s information, and your personal information. You are allowed to tell your own personal information. The move to a new partner however is not your information. As long as you are still employed your employment contract will probably say that you mustn’t do anything to damage the company. You’d need to read what the consequences would be. Maybe the contract says you can be fired... which doesn’t matter unless you would lose a redundancy payment. After leaving it would depend on whether you had a non-disclosure agreement. And last, does your company care? This merger can’t be kept a secret anyway.
Yes; While contracts can be made in written and oral form bigger acquisitions normally are in written form. Also consider this: They can't prove that they told you that the balcony is not usable. Thats a big negative in buying a property and they would need to have it documented. If they still refuse consider seeking professional help. In my country lawyers offer "fast help" that isn't legally binding but costs you only 10$ and helps you finding out if your case has any possibility to get accepted/if you're right. EDIT: Regarding the reservation fee: You can dismiss that. You didn't reserved that object, you reserved a house with balcony.