Does one-way written communication bear legal standing? This question is based on this question over on Workplace SE. I am neither the OP of that question nor in any way related to the OP, I'm asking this question out of personal curiosity. In brief, the situation is that the OP has a medical issue, but his boss (verbally) threatened to fire him if he went to the doctor. Various answers in that thread are suggesting getting written proof that the boss verbally denied the trip to the doctor to use in court later. Now, here's my question: Clearly, this boss is a jerk. Also, this boss is probably not an idiot. If he's being asked to provide in writing something that he said verbally, he's going to know something's up. Furthermore, he's probably smart enough to know that what he is doing is of questionable legal standing, so getting the boss to provide a written statement that the doctor visit was denied is easier said (written? Because webforum? Hah!) than done. A solution to the above problem was suggested in a comment on an answer: In the very likely case that you submit your request in writing and your boss replies verbally, write back to your boss confirming his denial. "This message confirms that on Tuesday 10am you verbally denied my urgent request for time off at X." Send a Cc to HR and Bcc yourself at a personal email address. Every time you have a "conversation" about this issue verbally, confirm back in writing. Assume that the boss does not respond to any of these emails to confirm or deny the content as stated, and the "chain" of emails, such as it is, is completely one-sided, with the OP emailing his boss various things of this nature. My question is: To what degree are such emails admissable in court as evidence, and what weight do they carry? I'm tagging this question as united-states because the original question on Workplace SE was about the USA, but insight into the legal systems of other countries would also be interesting for me, just out of curiosity. I am Canadian myself, so insight into the legal system in Canada would be of particular interest (I am not in such a situation myself, I just find it interesting out of curiosity).
To what degree are such emails admissible in court as evidence, and what weight do they carry? Your own statement, when offered by you as evidence, is hearsay, unless it comes within an exception to that rule. Recorded recollection might be one of the better exceptions. There is also a chance that you could get it in as a business record of the company if you were using a company email account and the company stores all of its email communications. The documents also sometimes come in to provide fair context for a conversation with a party-opponent's statements that are admissible. It appears that Canada does not follow the modern British rule (which repealed the hearsay rule in civil cases in 1995), which if it were available, would come in without any difficulty at all. But, Canada does have what it calls a "principled exception" (which is somewhat broader than the parallel U.S. residual hearsay exception) that is generally available if the document can be shown to be reliable and there is an unavailable witness, or if there proponent of the document can show that it is reliable and necessary for other reasons. Even if the document itself is not admissible since it is hearsay, you could still testify as to what the boss said from your own recollection, and then have your lawyer ask you why you are sure that this is what was said. You would answer that you contemporaneously wrote a confirming letter to the boss spelling out what was said and you reviewed it to refresh your recollection before testifying at the hearing or trial. These kinds of confirming letters are used quite frequently in business and employment litigation. And, in my experience, these statements tend to be surprisingly effective and persuasive, because, while they do not foreclose the possibility that the person writing it was lying or inaccurate in the confirming email account, it does rule out the possibility that you forgot exactly what was said, and you provided the boss with an opportunity to dispute you which the boss didn't feel an obligation to correct. If one party has a coherent account in confirming emails of what was said, and the other party is trying to remember what happened a year or two earlier without notes from the witness stand, the person with the coherent, documented account is almost always going to come across as more credible unless the other side can show that your confirming emails are not infrequently gross misrepresentations of what really occurred. (I've also dealt with witnesses like that now and then.)
This looks very iffy. It purports to require you to consent unconditionally to medical examination. It further purports to demand unredacted medical examination irrespective of relevance. According to http://www.acas.org.uk/media/pdf/n/9/B11_1.pdf The Access to Medical Reports Act 1988 requires an employer to obtain written consent from a worker before applying to his or her doctor for a medical report. The Act lays down a procedure to be followed and gives workers the right to see the report, to request amendments or to withhold consent to the report being supplied. The relevant provision is available at https://www.legislation.gov.uk/ukpga/1988/28/section/3 While there may be theoretical loopholes to this, an employer would be unwise not to follow the norms laid out above. It would be ethically questionable for a doctor to examine without consent (where a person has that capacity); or to rely on a contract entered into some time ago under different circumstances as evidence for consent. In practice an Occupational Health professional will almost certainly want to protect themselves professionally by establishing genuine informed consent first. The TUC has more guidance on the complexities of this: https://www.tuc.org.uk/research-analysis/reports/confidentiality-and-medical-records The contract term may also be unenforceable under GDPR insofar as it is a) processing data reliant on consent which is not freely given and b) processing more sensitive data than is strictly necessary for the task. Now just because you have the right to refuse consent doesn't mean the employer will do nothing about it. The employer might attempt to refuse payment under an occupational sick pay scheme, to which some reasonable additional conditions may be attached, but a) so long as you notify them and get appropriate doctor's notes in the usual way (see https://www.gov.uk/statutory-sick-pay for details) your employment contract cannot invent additional conditions to prevent you receiving Statutory Sick Pay, and b) it is questionable whether submitting to a disclosure arrangement as described would be reasonable. The employer might attempt to discipline or dismiss you for refusing to comply. The reasonableness of this is likely to depend on the existence of exceptional circumstances. There may be cases where there is a statutory duty to monitor for specific exposures which give rise to a refusal to consent being a sufficient reason for dismissal (and I do not know for certain) although the contract wording given does not lead me to expect that this is the case here. In the absence of such a reason, any detriment might lay them open to a claim of victimisation of an employee asserting their rights. If the employer takes any such detrimental action, you would likely need to submit a grievance and be willing to pursue to Tribunal to sort it out. If you are currently being required to submit to an examination under this term, seek advice without delay from your union representative. If you did not have the prior presence of mind to join a union, a solicitor specialising in employment law may be able to give advice (for which you should expect to pay). Having said all that, I notice the term does not specify that the employer may insist on who does the medical examination... I do wonder if you could meet this requirement by simply visiting your own GP, who will presumably be bound by the legislation above (definitely get advice before trying to use this!).
Termination is a matter of fact That is, it has either happened, or it hasn’t. Whether it has or hasn’t depends on a multitude of factors including the terms of the contract, the actions of the parties, and communication between them. These factors are so case specific that it is impossible to generalise. Further, within a given case, reasonable parties may differ on if a contract has been terminated, which party initiated the termination, and if that termination was lawful. Usually, these cases involve mutual allegations of repudiation by the other party and rightful termination in response by our side. These issues are likely to be the major ones that the court or tribunal will have to determine. A claim for damages would need to be pursued as part of the overall case but the deadline for raising them is a procedural matter for the court or tribunal. Failing to raise them as an issue in pre-litigation correspondence would not be a bar to raising them in a claim or counter-claim. However, failing to raise them at the earliest opportunity denies the offending party the opportunity to mitigate the damage and, if they can show that there were actions they could have reasonably taken to mitigate but couldn’t because they weren’t informed, then that may reduce or eliminate the damages payable.
The CEO wants to "fool" users You are essentially admitting that the company you are working for is about to deceit its customers and asking whether that is legal. The relevant set of laws is rather sparse and does not give direct answers in regards to oAuth tokens or other details of that level (which is probably making your CEO think he can "handle" the arising questions). Probably the most relevant bit of legislation that applies here is The Federal Trade Commission Act (15 U.S.C. §§41-58) which prohibits unfair or deceptive practices and has been applied to online privacy and data security policies. I am pretty sure that, in practice, if the users take your company to court, it will be held liable because: users are allowing us to read their CRM data and once we get the data, the data become ours, and we can do whatever we want with it. Is this true? While the users are still allowing you to read their data it is completely up to the Terms/EULA what you can do with it. However, once you have made the users think that they have withdrawn your access (e.g. they "deleted" oAuth tokens), you are no longer authorized to read the current data (although the Terms may still allow you to use the old data you obtained when you had access). Silently continuing to access their data without their knowledge/approval is definitely a deceit. The CEO wants us to download all of their emails and store them in our database There would be nothing wrong with that if it was in the Terms. But if it is not, that would be a blatant (and easily punishable) breach of privacy. Note that you may also be held personally liable for this wrongdoing (if/when proved so). "Just doing your job" claim will not work.
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?
In general you can dispute and negotiate any bill from a professional. The stronger your arguments for disputing it, and the more coherent your demands for adjustment, the more successful you will tend to be. This is like any business negotiation. One partner at a very large U.S. law firm once admitted to me that their corporate clients almost always ask for &ndash; and receive &ndash; billing adjustments. Of course, when push comes to shove, unless you're accusing the lawyer of fraudulent billing, then typically by contract you are liable for the bills. However, non-lawyers often assume that they will lose any dispute with their lawyers because it seems like lawyers have free access to the legal system. The reality is that there is a significant threshold that must be met before a law firm will sue a client for payment. That threshold will depend on the firm's opportunity costs, the costs of litigation, their assessment of reputational risks, how much they expect to actually collect, and sometimes just how ticked off they are.
Disclaimer: I am not familiar with US law, so this answer is from a general perspective. It should apply in most jurisdictions, though. Are there any laws or regulations which I can use to convince a hospital's billing department to talk to me, despite the fact that they have a clear policy otherwise? No, I don't think so. A company or organization is generally free to decide for themselves who will or will not communicate with you - I don't think there is any law giving you a right to choose. How would this even work? What if the people you ask to talk to are overworked, on vacation or just not qualified? However - you do have another, more important right: To be considered valid, a bill must provide credible evidence that the charges are justified. You cannot just ask someone to give you money, you must actually provide a reason why you are owed money. In this case, this means the hospital must send you a bill that you can understand and verify. To get this: First, stop bugging them over the phone. Once a point is reached where legal action seems likely (like in your case), any information you get is only really useful to you when in writing. So do everything in writing. It's fine to talk to them if it helps solve the problem - but insist on getting things in writing afterwards. The first thing you need to write is a formal letter that you refuse to accept the bill, because you cannot verify it. Outline in details what parts you cannot understand/verify, and ask for the information you need (such as what the codes mean). Once you have received a satisfatory explanation of the bill (which may take multiple letters), you go through it with a fine comb, and dispute any items that you think are unjustified. You may need the help of a lawyer to exercise these steps, but in principle you can probably do it on your own, too. Whether you get a lawyer is ultimately a trade-off (making a mistake may cost you money, but hiring a lawyer costs money, too). A first consultation with a lawyer is probably not too costly (ask first!), and may help you to decide whether you need more assistance.
Can an employer charge employee/contractor a processing fee for payment? No. The matter depends on whether the person qualifies as employee for purposes of the British Columbia Employment Standards Act. Your description suggests that you meet criterion (b) of the definition of employee insofar as you are (i.e., if you are) "a person an employer allows, directly or indirectly, to perform work normally performed by an employee". See section 1(1) of the Act. Section 21(1) prohibits an employer to "directly or indirectly, withhold, deduct or require payment of all or part of an employee's wages for any purpose", and item (2) prohibits the employer to "require an employee to pay any of the employer's business costs except as permitted by the regulations". There is no indication that the alleged business cost of e-transfers would be one such exception. do I have any recourse for such a small amount of money that isn't worth starting a law suit over? You have the option to file a complaint in "an office of the Employment Standards Branch". See sections 74 et seq for further details. You are not specifying the amount of the e-transfer that is being deducted from your compensation. The smaller the amount(s) at issue, the more important it will be for your complaint to persuasively explain how it is not "frivolous, vexatious or trivial". See section 76(c). Directing the employer's attention to the aforementioned statutory prohibition prior to filing a complaint tends to disprove allegations of vexation. That is because you are giving the employer an opportunity to mend its conduct and avert the proceedings that otherwise would take place. That being said, a very occasional cost of few cents is very likely to lead to a conclusion of vexation or bad faith regardless of your preliminary steps. In most other contexts, though, it is in your best interest to stay aware of the obligations that are being presented/proposed to you so that your actions do not constitute an acceptance of terms &amp; conditions you would rather reject. Not all contracts come in the form of a written document signed by the parties.