Am I obligated to sign contracts and fill out paperwork post termination? I was asked to resign from a startup then sometime down the line the company asked me sign the following documents Terms of Resignation Employee Invention Assignment and Confidentiality Agreement 2014 W9 form Some background: I was a contractor in 2013 briefly Has been a full-time employee since after the contracting period I did early exercise some stock options Not all of my stock has been vested If anyone has knowledge or experience on the matter, please enlighten me? For example, do I have any obligation to return these documents? If I do not, are there any negative side effects on my vested stock?
If you want to protect yourself or any property interests you may have in this circumstance you have to talk to a lawyer. You cannot get (or trust) legal advice from the internet. I will, however, make the following personal observations: I only provide a W-9 to people who are paying me money, and who request it as a condition of paying me. I don't know of a legal requirement to supply it after the fact. However, not providing it to someone who did pay you more than $600 in a tax year could certainly make it difficult for them to comply with their tax filing obligations. I do not sign any agreements, assignments, or contracts, without what I consider to be fair consideration. E.g., if on leaving a job (as has happened) I am asked by a former employer to sign something that I am not already obligated to sign due to some prior contract, then I negotiate what is commonly called a "severance package." They pay me and/or extend benefits, and I sign something that limits their liability.
Contracts do not have to be written and signed on pieces of paper, except in a few cases specified by law. Writing style (ordinary style of talking vs. high-register formulaic language) does not affect the validity or a writing in contract law. You do have something in writing. What matters most is what he actually said (exact words, not your belief of what it must have meant), and how it relates to any existing contractual obligation. For example if the message says &quot;You're fired, turn your badge in at the desk. I'll think about giving you two weeks pay&quot;, that's not an enforceable promise. But your existing contract might say &quot;You get 2 weeks severance pay when we fire you&quot;, and that can't be walked by by saying &quot;I'll thinking about it&quot;. And it also depends on whether there are any laws mandating severance pay (but California does not have any mandatory severance pay law).
could I claim that my product must be added asap? And is it reasonable to ask for compensation for the missed revenue due to pushing back the launch? Unfortunately, no. Your description reflects that you consciously treated as sufficient the limited knowledge you had at the formation of the contract. See Restatement (Second) of Contracts at §154(b). There is no indication that (1) at the formation of the contract the company committed to a more specific timing, or (2) you would have declined the invitation had you known at the formation of the contract that the company would keep postponing the inclusion of your product in the way you describe. You were given the expected date only after you performed your duties pursuant to the contract, which defeats the notion that the company's timing was any relevant to your decision of entering the contract. The only way you could prevail is by proving that the company breached the covenant of good faith and fair dealing that is implied in all contracts. See Restatement at §205. Other than that, the lack of contract provisions to protect your interests give the company significant discretion.
This depends on your employment agreement, if any, with the organization, and on the company's contract with the organization. You can quit your job with the organization, giving whatever notice your contract provides. The company can end its contract on whatever terms that contract permits. Most service contracts specify a fixed term, with renewal possible or in some cases automatic if notice to end the contract is not given by some specified date before the renewal date. But many other arrangements are possible. If no term is specified in the contract, and there is no provision for how much notice is required, then the company should give "reasonable" notice, which will probably be in line with the norms and customs of the industry involved in the relevant country. The specific law of that country may or may not provide a required minimum notice period. The contract between the company and the organization might provide that they would not hire any employees or recent ex-employees of the organization without consent for some period, perhaps a year. If there is such a provision it must be complied with unless it is not enforceable under the law of the jurisdiction. Different jurisdictions have very different attitudes toward such contract provisions. If such a provision were violated, and it was enforceable in the jurisdiction, the company would be liable for damages if the organization choose to enforce its contract. The contract between you and the organization might include a provision that you not leave to become employed (within some time limit) by one of the organization's customers, or perhaps by one you had worked with. If there is such a provision, it might or might not be enforceable in your jurisdiction. If it is enforceable, you must comply or be liable for damages. Even if there are no contract provisions preventing such employment of you by the company, you must not without permission take with you and use for the company's benefit any confidential information that is the property of the organization and is not already known to the company through legitimate means. If you do, both you and the company might be liable for damages under trade secret law. In the absence of any enforceable contractual provisions, and if no confidential information is taken by you, there should be no legal problems. The moral issues I am in no position to offer an opinion on, and are off-topic here anyway. If you were to quit, and the company were to then seek to break its contract because, in your absence the organization could not provide proper service, and you were then to accept employment with they company, and if further the company had known of your plans, both you and the company might be liable for damages to the organization, depending non the details of the law in your jurisdiction. This could be a tort of "interference with a contractual relation" or something of the sort. You should be very careful in agreeing to any such procedure. If there is a question as to whether a provision of a contract between the organization and either you or the company in enforceable, or whether a provision prohibits you leaving the organization to be employed by the company, that would need to be addressed by a lawyer who knows this area of the law in your jurisdiction, and the specifics of the contract, or eventually by a court. It is out of scope for this forum. Nothing in this situation will be a problem if the organization agrees to whatever is done. All possible problems occur only if it does not agree, and claims to have a legal right to prevent it or seek damages.
It would depend on how the ownership contract is written. 30% sounds like a minority stake, so I don't know how they could block new investments unless the contract requires a super-majority to approve new rounds of financing. How does the remaining 70% of ownership feel about this? If they are abiding by the terms of the ownership contract I don't see that this is questionable behavior on their part. This is a business relationship. Business partners may come to have different outlooks on the future of the company, and the best way to protect their investment. Consider flipping the viewpoint: "I'm a minority owner in a company I no longer have confidence in. I would like to dissolve the company and sell off the assets to re-coup as much of my original investment as I can. The other owners want to chase this to the bitter end, and do a new round of financing, which will significantly dilute my shares, without (in my opinion) giving the company a real chance of success. What can I do?" When the founder of your friend's company accepted money for shares in the company, they gave up absolute control over the company's direction. Assuming none of the parties are acting in violation of the ownership contract, the most reasonable way to resolve a conflict like this is to buy out the dissenting shareholders.
I'll assume you are salaried full time exempt in the U.S. in an at-will, right-to-work state and are covered by a standard "employee handbook". This has been developed by you, employee, to assist in doing your job, employment, for your company, employer, using time, materials and information belonging at least partially to your employer. Since creating it, you gave it to other employees and have accepted management directives to continue work on the software as part of your full-time job. This is the company's software now. Your best bet is to support it like crazy, make it a big deal and ride it as high as it will take you in the company. Ask for a raise, ask for a promotion, get references and put it as an accomplishment on your resume. But you can't sell it or take it away from your employer. That ship has sailed. You can still greatly benefit from your work (at your employer's discretion) and learn from it for next time.
If two parties agree to the terms of an exchange, then there exists an enforceable contract. A signature is not needed to create a contract. However, an intent to negotiate a contract is not, per se, a contract. Absent some specific and explicit measures (which for major deals may be codified in an MOU or LOI that itself contains contractual terms), if you can't reach an agreement on terms then there is no contract. It's up to the particulars of "the verbal agreement to start the hiring process" whether an agreement on exchange has been reached, or merely proposed. E.g., "You and I agree that I will pay you $X in exchange for Y due Z" is a contract. "You and I agree that we'd like to work together, and we'll hammer out the terms X, Y, and Z by the end of the week" is merely a proposal to contract, not an actual contract. Of course, this doesn't mean you're immune to liability for failing to reach a contract in this hypothetical: you can always be sued!
The eBay user agreement contains this clause: In our sole discretion, we may assign this User Agreement, by providing notice of such assignment in accordance with the Notices Section. The current PayPal agreement says: You may not transfer or assign any rights or obligations you have under this Agreement without PayPal's prior written consent. PayPal reserves the right to transfer or assign this Agreement or any right or obligation under this Agreement at any time. It's a good bet that every user agreement you ever clicked on had a similar clause. What do these clauses mean? They mean that when eBay spins off a new company, they can assign their rights, and your duties, under the contract to the new company. Your assumption that a new user agreement is required is incorrect.