Are projects produced as pre-conditions for employment interviews sole work or work-for-hire? It is a somewhat common practice to ask prospective software development employees to produce small-size projects which perform according to certain specifications. If the spec is not a run-of-the-mill type of project, the work can turn out to be unique enough that its equivalent may not be found, or easily found, among public domain projects, or even among open source projects, out there. Would the copyright of the project be assigned to the prospective employer or would the prospective employee retain it? The prospective employee would, after all, (quite literally) receive a consideration, by being considered for an employment position, in exchange for their work.
Ideally a specific contract for the limited purpose of the interview would determine this. Such a contract could assign such &quot;test&quot; works to either the prospective employer or to the prospective employee, as the parties choose. In the absence of a specific written agreement (to effect a transfer of copyright, an agreement must be in writing and signed) the copyright on such a work will belong to the prospective employee under 17 USC 201 (a) unless the work counts as a work made for hire. 17 USC 201 reads in relevant part: (a) Initial Ownership.—Copyright in a work protected under this title vests initially in the author or authors of the work. The authors of a joint work are coowners of copyright in the work. (b) Works Made for Hire.—In the case of a work made for hire, the employer or other person for whom the work was prepared is considered the author for purposes of this title, and, unless the parties have expressly agreed otherwise in a written instrument signed by them, owns all of the rights comprised in the copyright. According to 17 USC 101 A “work made for hire” is— (1) a work prepared by an employee within the scope of his or her employment; or (2) a work specially ordered or commissioned ... if the parties expressly agree in a written instrument signed by them that the work shall be considered a work made for hire. ... Since we are assuming the absence of a written agreement, only part (1) of this applies. Thus the status of the work depends entirely on whether the programmer is an &quot;employee&quot;. The mere fact that a person recessives compensation does not make that person an employee. For copyright purposes, agency law applies. Specifically: The US Copyright office Circular 09 &quot;Works Made for Hire&quot; states: To help determine who is an employee, the Supreme Court in Community for Creative Non-Violence v. Reed identified factors that make up an “employer-employee” relationship as defined by agency law. The factors fall into three broad categories. Control by the employer over the work. For example, the employer determines how the work is done, has the work done at the employer’s location, and provides equipment or other means to create the work. Control by employer over the employee. For example, the employer controls the employee’s schedule in creating the work, has the right to have the employee perform other assignments, determines the method of payment, or has the right to hire the employee’s assistants. 3 Status and conduct of employer. For example, the employer is in business to produce such works, provides the employee with benefits, or withholds tax from the employee’s payment. These factors are not exhaustive. The Court left unclear which of these factors must be present to establish the employment relationship under the work-for-hire definition. Moreover, it held that supervision or control over creation of the work alone is not controlling. However, all or most of these factors characterize a regular, salaried employment relationship, and it is clear that a work created within the scope of such employment is a work made for hire (unless the parties involved agree otherwise). Examples of works made for hire created in an employment relationship include: A software program created by a staff programmer within the scope of his or her duties at a software firm [Emphasis added] ... The closer an employment relationship comes to regular, salaried employment, the more likely it is that a work created within the scope of that employment will be a work made for hire. But because no precise standard exists for determining whether a work is made for hire under part 1 of the definition in section 101 of the copyright law, consultation with a lawyer may be advisable. If a work is made for hire, the employer or other person for whom the work was prepared is the author and should be named as the author on the application for copyright registration. Respond “yes” to the question on the application about whether the work is made for hire The Wikipedia article aboutCommunity for Creative Non-Violence v. Reed 490 U.S. 730 (1989) describes the case, in whioh a charity hired a sculptor to produce &quot; statue that depicted the plight of homeless people for a Christmas pageant in Washington DC&quot;. CCNV claimed that the statute's copyright was theirs as a work made for hire (WMFH). Sculptor Reid claimed the copyright as being the author Justice Thurgood Marshall wrote in the majority opinion [Footnotes omitted]: The Copyright Act of 1976 provides that copyright ownership &quot;vests initially in the author or authors of the work.&quot; 17 U.S.C. § 201(a). As a general rule, the author is the party who actually creates the work, that is, the person who translates an idea into a fixed, tangible expression entitled to copyright protection. § 102. The Act carves out an important exception, however, for &quot;works made for hire.&quot; &lt; ... [Page 490 U. S. 740] In the past, when Congress has used the term &quot;employee&quot; without defining it, we have concluded that Congress intended to describe the conventional master-servant relationship as understood by common law agency doctrine. See, e.g., Kelley v. Southern Pacific Co., 419 U. S. 318, 419 U. S. 322-323 (1974); Baker v. Texas &amp; Pacific R. Co., 359 U. S. 227, 359 U. S. 228 (1959) (per curiam); Robinson v. Baltimore &amp; Ohio R. Co., 237 U. S. 84, 237 U. S. 94 (1915). Nothing in the text of the work for hire provisions indicates that Congress used the words &quot;employee&quot; and &quot;employment&quot; to describe anything other than &quot;the conventional relation of employer and employe.'&quot; Kelley, supra, at 419 U. S. 323, quoting Robinson, supra, at 237 U. S. 94; ... On the contrary, Congress' intent to incorporate the agency law definition is suggested by § 101(1)'s use of the term, &quot;scope of employment,&quot; a widely used term of art in agency law. See Restatement (Second) of Agency § 228 (1958) (hereinafter Restatement). ... We thus agree with the Court of Appeals that the term &quot;employee&quot; should be understood in light of the general common law of agency. ... [Page 490 U. S. 751-2] In determining whether a hired party is an employee under the general common law of agency, we consider the hiring party's right to control the manner and means by which the product is accomplished. Among the other factors relevant to this inquiry are the skill required; the source of the instrumentalities and tools; the location of the work; the duration of the relationship between the parties; whether the hiring party has the right to assign additional projects to the hired party; the extent of the hired party's discretion over when and how long to work; the method of payment; the hired party's role in hiring and paying assistants; whether the work is part of the regular business of the hiring party; whether the hiring party is in business; the provision of employee benefits; and the tax treatment of the hired party. See Restatement § 220(2) (setting forth a nonexhaustive list of factors relevant to determining whether a hired party is an employee). No one of these factors is determinative. See Ward, 362 U.S. at 362 U. S. 400; Hilton Int'l Co. v. NLRB, 690 F.2d 318, 321 (CA2 1982). Conclusion An applicant being given a &quot;test project&quot; as part of an employment interview is probably not an employee under agency law. Thus the work is not a WMFH, an, in the absence of a written agreement to assign the work created as part of the test to the prospective employer, the copyright would belong to the prospective employee. I have not found a case specifically relating to this interview fact pattern, and it could be that a court would rule otherwise in this specific pattern.
Bringing fair use into this sounds iffy if you are partnering -- that is a commercial relationship which should be defined. If they did send you a file with their logo for a specific purpose, you can assume that you are allowed to use it for that specific purpose. If they did not send you the file, you can assume that they did not give you permission, or they would have included the file ...
Unknown based on what you have posted in your question. But answer lies in the terms under which the source code is made available or licensed. The most common scenario is that such &quot;sample&quot; source code is provided as help to the purchaser of their product and you'll often see things that permit its use in conjunction with the hardware product. You'll also often see disclaimers that say the code is for demonstration purposes only and it not warrantied to do anything at all. But again, you'll need to review the actual language under which the code is provided and then understand and follow its terms and conditions.
However, this uses the text "rights in an invention"; does that cover copyright? Yes. (Is this the correct law?) It certainly seems to be. Does "Relate … to the employer's business" cover the entirety of software engineering, or just the particular software engineering my employer does? Imagine that you work for a company that writes trading software. In your spare time, you develop a photo editing tool. Do you think a court would find that your project "related to the employer's business"? I do not. Or does my employer own copyright on everything down to the love letters I write? Google does not own everything their employees create; they only claim to. If someone challenged them on it, a court would decide, and probably not in their favor.
This could be a problem if the consultancy agreement contains a provision that assigns to the client any copyright in any code created by the consultant. That is why there should be no such provision. In the absence of such a provision, the consultant owns the copyright in the code, so it would be impossible for the consultant to infringe that copyright. Even so, copyright protects a particular expression of an idea, not the idea itself. The idea of an "analyze data" class containing a "read data" function is not itself subject to copyright protection. It could potentially be patentable as a "process," but it would fail to meet the criterion of novelty. It would also fail to meet the criterion of non-obviousness. On the other hand, a software developer cannot (without permission) copy source code that is protected by copyright simply by changing the names. Changing the names would constitute the creation of a derivative work, and the right to create derivative works is also protected by copyright.
You are probably an employee Answer these questions: Can you say “no” when the University offers you work? Or vice-versa, can they say “no” when you want to work? Can you subcontract the work? That is, can you hire someone to do what the University hired you to do? Do you control how and when you work? For example, when you break University rules are you subject to University discipline or is this treated as a breach of contract? Do you provide your own tools and equipment? Can you make a profit or loss (if you get paid by the hour the answer is “no”)? Do you take out your own public liability and/or professional indemnity insurance? If the answers to most of these questions are “no”, you’re an employee.
Basically, "in the course of your employment" means "while you are working, or should be working, for the employer". If you're not using company resources or time to create or acquire the works in question, and the works are unrelated to company business, they're quite unlikely to become the company's property. (Particularly since the company almost certainly doesn't have an interest in controlling the distribution of your vacation photos.) When you let your personal side projects and the company's stuff get intertwined, that's where the troubles begin. Works made on company time, or using company resources, or to do company-related things, may be claimed by the company, and this agreement basically says you'll cede ownership of the works to them, patents and all, for whatever amount of money they decide it's worth paying you.
Provided you are in one of the 170+ countries signatory to the Berne Convention (the current 10 non-signatories are, exhaustively: Eritrea, Marshall Islands, Nauru, Palau, San Marino, Iran, Iraq, Ethiopia, Somalia, and South Sudan), then copyright comes into existence at the moment a work is fixed in a tangible medium, not when it is published. The initial copyright owner is the author of the work. In cases of employment, the "author" might be the natural person who authored the work, or the corporate person who employed the natural author. To clarify your thinking about registration: copyright registration is a public record of authorship (or copyright ownership). Registration does not create a copyright, but is merely a recording of the copyright that was automatically created at the moment of original authorship. Depending on circumstances and jurisdiction, Alan might have a legitimate claim to copyright on his own work. However, he will be quite hard-pressed to find a convincing theory of law that allows him to publish the unpublished copyrighted work of other people without their permission. This leaves him either to admit defeat -- he cannot possibly own the copyright of his coworkers' code, so he cannot have legally reproduced it -- or else make the baldfaced lie that the code has no other authors other than Alan himself. For your company to disprove such a claim, you may employ sworn testimony of your coworkers, you may employ code analysis to show differing coding styles (suggestive of multiple authors), or you may show code backups or version control history showing the progressive authorship of the work over time by many people. (Sure, a Git history is possible to fake, but a realistic history with feature branches, "whoops, undid the typo in the last commit" messages, etc. would lend significant weight to your company being the original authors.)