Can a minor serve as a company&#39;s registered agent? Can a minor serve as a registered agent for a company in Massachusetts?
tl;dr It seems like a bad idea. Massachusetts's statutes don't seem to expressly prohibit it—and I didn't find any Massachusetts cases where the registered agent's age was at issue. But registered agents have some fiduciary duties, and the agent has to have the capacity to receive all forms of legal process. Some possible roadblocks are: &quot;minor&quot; is a broad term that courts don't seem to have interpreted in the context of registered agents, and each form of legal process sets its own requirements. Background First, the term &quot;minor&quot; encompasses extremes: a 1 year old doesn't have the capacity to receive and forward legal process to the intended party, but a 16 year old might. Some jurisdictions recognize a &quot;suitable age and discretion&quot; rule, though it hasn't been extended to the context of registered agents. See, e.g., Fed. R. of Civ. Proc. 4(e)(2)(B). Massachusetts isn't one of those jurisdictions. See Mass. R. Civ. Pro. 4(d)(1). In the broader law of agency, minors do have the capacity to serve as &quot;agents&quot;—though their ability to affect the legal relations of the principal is limited. For example, the enforceability of minors' contracts is an issue, and minors can't enter into durable powers of attorney or serve as trustees. See Restatement (Third) of Agency § 3.04. The problems associated with appointing a minor as an agent in Massachusetts are longstanding. In Commonwealth v. O'Leary, 143 Mass. 95 (1886), a mother had her minor daughter enter into a contract of sale for alcohol for the mother's use. While the court recognized the daughter as the mother's agent, it still characterized the transaction as an illegal sale &quot;to&quot; a minor. In the case of a registered agent, the primary action Massachusetts expects of the agent is the receipt and forwarding of the principal's legal correspondence. Courts have found that this creates a fiduciary duty on the registered agent's part. See Int'l Envtl. Mgmt. v. United Corporate Servs., 858 F.3d 1121 (8th Cir. 2017). This makes sense because the service of process satisfies constitutional requirements embodied in the Due Process clause. So in predicting whether a court would extend the &quot;suitable age and discretion&quot; rule to registered agents (or even needs to), it would likely consider that the agent has fiduciary duties, albeit more limited than those of a typical trustee. Second, Mass. Gen. Laws ch. 156B § 49 governs corporations and requires that the agent be capable of receiving &quot;all lawful processes in any action or proceeding&quot;. When the agent is an individual (as opposed to a company), that person must be a resident of Massachusetts and have a &quot;business address in the commonwealth&quot;. Mass. Gen. Laws 156C § 5 governs the process for LLCs, and Mass Gen. Laws 156D § 15.07 details it for non-Massachusetts companies. Massachusetts's statutes don't expressly prohibit minors from serving as registered agents, but the agent must have the capacity to receive all forms of lawful process. Thus if some lawful process requires delivery to an adult, the minor wouldn't be capable of receiving it.
Caveat Keep in mind that words do not have uniform definitions for all times and places and contexts. Words can have different meanings in particular contexts and can be defined in a contract or statute to have a meaning different from the common meaning. "Person" Usually Includes Entities Of Any Kind This said, usually the term "person" in the law refers to any human being and any trust, estate or entity that is capable of suing and being sued and entering into contracts. An "entity" in this sense would often include partnerships, limited liability companies, corporations, non-profit associations (whether or not incorporated), business trusts, joint ventures, local governments, states, the federal government and foreign governments. (I break out trusts and estates separately because there is divided authority in different jurisdictions over whether trusts and estates are entities, or are simply a special hat that the trustee or executor wears that are not entities, which can be relevant in some highly technical situations.) Agency Situations The term "person" is also often used in the sense that it refers to the principal and not the agent, when an agent is taking action on behalf of the principal. Thus, if there is a law that says "a person who enters into a real estate contract must disclose that person's taxpayer identification number", and someone with a power of attorney from you signs a real estate contract on your behalf, the power of attorney agent should disclosure your taxpayer identification number and not theirs. Why Is The Term "Person" Defined So Broadly? One important reason for using the term "person" to apply to entities as well as human beings, is that it allows for statutes and contract terms or case law legal rules to be stated in very general terms without being wordy in a way that accurately reflects how those legal rules or contract terms should apply to entities. For example, a statute using the word "person" might say: A person who is engaged in business in this state must register with the department of business licenses. By using the word "person" in this way, the statute wouldn't have to say instead (probably less accurately and less comprehensibly): Any individual, partnership, limited liability company, corporation, business trust, non-business trust, estate, governmental entity, or other entity, including the principal of any agent acting on behalf of the principal, engaged in business in this state, must register with the department of business licenses. The phrasing without the word "person" would be more likely to create loopholes because some kind of entity is omitted, and would be prone to ambiguity because one would have to decide which words that define the kind of persons and entities that are covered modify which other words in the sentence. Thus, using the word "person" is often makes entities more rather than less accountable to the law, by making legal language more clear and more general (and hence containing fewer loopholes). "Individual" or "Natural Person" Usually the term "individual" or "natural person" would mean a human being, although, of course, there are other senses of the word "individual" such as "an individual Widget" referring to exactly one Widget in particular, as opposed to Widgets in general. Alternative Definitions Of "Person" There are isolated times when the word "person" would not include minors and incapacitated people who are incapable of suing or entering into contracts in their own name due to lack of legal capacity. It isn't uncommon to have a definition of "person" in a statute or contract that omits governmental entities, that omits all kinds of entities, or that omits particular kinds of entities (e.g. foreign entities or corporations). For example, a tax statute might define "person" in a way that includes natural persons and entities, but excludes governments. Some of the definitions of terms like these in the bankruptcy code are particularly non-intuitive.
I'm not sure about USA law, it's probably similar to UK law. In the UK a trademark is registered for a particular business activity, and you can't just blanket register for "all" activities as that would be anti-competitive. I have a trademark "Dreamcraft" for dream interpretation and related activities. However, the name "Dreamcraft" is also a registered trademark for a company selling luxury yachts, and again for a company selling up-market craft materials. A website or organisation that is a gripe-site using the same name would not be in breach of any of these trademarks because it wouldn't be in direct competition with any of these companies.
Anyone who is an employee as defined in the federal Fair Labor Standards Act of 1938 (FLSA), 29 USC 201 et seq.(or parallel state minimum wage laws) and is not within the scope of an exemption to the minimum wage law, must be paid minimum wage. The relevant question is whether or not the person is an employee who is not exempt from the minimum wage requirement as defined in the FLSA. The question is a mixed issue of fact and law in which the characterization given to the relationship by the company and the person doing the work is one factor, but not the only or the controlling factor, in determining employee status. The exact nature of the work governs whether the FLSA's minimum wage requirement applies or not. For example, "employee" is defined for puroses of the FLSA at 29 USC 203(e) to exclude "any individual employed by an employer engaged in agriculture if such individual is the parent, spouse, child, or other member of the employer’s immediate family" and certain kinds of volunteers. Piecework pay is allows under certain limited circumstances by 29 USC 207(g) when the usual result is that reasonable workers earn the minimum wage. Tipped employees (which is a form of revenue sharing) also receive special treatment. Most of the exemptions are found at 29 USC 213. Most relevant to your question is 29 USC 213(a)(1) which includes an exception for an "outside saleman" who is paid on a straight commission basis, and 29 USC 213(a)(5) and (a)(6) which contain exclusions for certain farming and fishing occupations. Straight commission compensation without regard to the minimum wage is generally not permitted with regard to an employee who is an "inside salesman" (e.g. someone who works at a retail store in a mall or at a phone bank for a telemarketing company), or for anyone other than an outside saleman in non-agricultural jobs. Independent contractor status generally depends upon the degree of control that the company has over the manner in which the work is performed, the assignability of the contract to do the work, and the extent to which the worker does work for many different companies on a contract basis while complying with employment related laws for the contactor's own employees (e.g. worker's compensation). The working for many different companies on a contract basis prong of the test is frequently controlling in practice. Six of the main factors considered by the Labor Department in determining independent contractor status are discussed in Fact Sheet #13. A true independent contractor may be paid on a revenue sharing basis without regard to minimum wage, although in practice, if this results in the independent contractor earning less than minimum wage, there will be strict scrutiny of the practice. Typical independent contractor arrangements that would be allowed would include an attorney working on a contingent fee basis, or an independent broker or realtor working on a straight commission bais. More often than not, a true independent contractor is someone you couldn't even imagine being an employee subject to minimum wage laws of the company in light of the overall relationship and often this will involve a business to business contract, rather than a business to a non-professional individual contract with only personal services involved. There are some safe harbor provisions that if met can insure independent contract status, but it is very common for someone who legally is an employee to be misclassified as an independent contractor in an attempt (often futile if the matter is pressed by regulatory or tax officials) to avoid compliance with laws incident to the employment relationship.
Yes. Art 13 requires you to provide “the identity and the contact details of the controller”. You are the data controller. Your name and address are necessary to establish your identity. Using AdSense means you're offering an internet society service commercially. In that case, there's also probably some EU fair competition directive that was implemented in your countries national law and will provide equivalent requirements. For example, my country Germany has a far-reaching Impressumspflicht. Not sure if this is the most relevant EU law, but Art 22 of Directive 2006/123 requires that your country passed laws to ensure that you make available “the name of the provider, his legal status and form, the geographic address at which he is established and details enabling him to be contacted rapidly and communicated with directly and, as the case may be, by electronic means”. I think you would be in scope of this directive since you're acting commercially. This legally mandated self-doxxing is unfortunate for private bloggers, but it's also essential for making it possible to enforce data subject rights: if you were to violate someone's privacy rights, how could they sue you if they don't know where to serve you with a lawsuit? However, all things are a balancing act. These requirements are not intended to limit freedom of expression. If you're just trying to communicate something to the public without jeopardizing your anonymity, then paradoxically social media services can be more attractive.
You premise is correct. The processor is someone that processes data on your behalf, and since the GDPR definition of processing is extremely broad, that is about every third party subcontractor that you use for data processing, including various cloud providers. I'm afraid it will soon become a huge mess with a gazillion contracts to sign. I disagree. Yes, the GDPR says that a contract between the controller and processor must exist, but Article 28 of the GDPR does not say anything about how the controller shall document these instructions. Basically, in cases like the one you describe where John Doe relies on a web agency for having a contact form on the web, there will be a standardized (by the web agency) service agreement between the John Doe (controller) and the web agency (processor). There is nothing stopping the parties from agreeing that this service agreement that John Doe accepted as part of the onboarding procedure is also the DPA as required by the GDPR. Putting something like the following in the service agreement would do it: The parties agree that this Service Agreement between You (controller) and Us (processor) set out Your complete and final instructions to Us in relation to the processing of Personal Data and that processing outside the scope of these instructions (if any) shall require prior written agreement between You and Us. You also agree that We may engage Sub-processors to process Personal Data on Your behalf. The Sub-processors currently engaged by Us and authorized by You are listed in Annex A. I think we will se a lot of amendments in service contracts as the GDPR gets better understood, but I don't really see a flood of DPAs in addition to these amended service contracts.
Voidable Contracts First of all, it is not generally correct that &quot;minors are unable to sign contracts&quot;. However, in many cases, minors can disaffirm contracts. (This is also called &quot;voiding the contract, and such contracts are called 'voidable&quot;.) This means that, up until the minor becomes an adult, and for a limited time after that, the minor can cancel the contract and cease to be bound by it. There are some kinds of contracts to which this does not apply. Under the traditional common law, the major exception was contracts for the purchase of &quot;necessities&quot; for the minor or the minor's family. The term &quot;necessities&quot; included food, clothing, and shelter. Contracts for &quot;necessities&quot; could not be disaffirmed. In addition, contracts to purchase goods that had later been sold to a third party for value, and the goods delivered to that third party could generally not be disaffirmed. However, many US States and other jurisdictions have modified these rules by statute. California, for example, has specific laws governing contracts for minors engaged in art, film, and entertainment work and in professional sports. These laws spell out procedures that must be followed to make such contacts not subject to disaffirmance, including a court hearing and payment of a part (15%) of the earnings into a trust. See the Findlaw page &quot;Is It Legal to Sign a Contract With a Minor?&quot; which states: For most contracts, the general rule is that while it's not illegal to enter into a contract with a minor, the contract is voidable at the discretion of the minor. Voidable contracts are usually valid contracts and are binding unless the child cancels it. On the other hand, if the minor turns 18 and doesn't cancel the contract within a reasonable period of time, the contract could become binding and enforceable. The page goes on to mention some specific state provisions in Texas, New York, and California, none of which seem to be relevant to the situatiin described in the question. The page &quot;Can a Minor Enter Into a Contract?&quot; from HG Legal Services states: Many people who are under the age of 18 have some type of employment. Additionally, there are many children in the entertainment industry. Both California and New York have passed legislation that limits such a minor’s right to disaffirm the contract. Some laws allow courts to first approve the contract so that the infant cannot later attempt to void it. Additionally, contracting with the infant’s parent rather than directly with the infant can bind the child in some cases. Some states allow infants to work so long as they acquire a work permit. (Note that in legal usage &quot;infant&quot; means the same as &quot;minor&quot;, that is, a person not yet adult. It does not mean a baby.) Note that if a minor disaffirms a contract, the entire contract is undone. The minor cannot pick and choose which sections to disaffirm (cancel). Goods or money received by either party under the contract must be returned, for example. When a transaction cannot lawfully be undone, then it may not be possible for the minor to void the contract. The possibility of disaffirmance means that one cannot rely on a contract with a minor in the same way one can rely on a contract with an adult. If it is important to have a binding agreement, such as an NDA, with a minor working as an intern or employee, one would need to take steps to ensure that the contract is binding. In some cases having a custodial parent approve such a contract might be useful. The specific steps that would accomplish this in a particular jurisdiction, if it is possible at all, are something that a lawyer could advise on. Labor law In addition to the issue of possible disaffarmance, in many jurisdictions child labor laws restrict and regulate any employment of a minor, and this will probably include a position as an intern. A work permit may be required, and the hours of work may be limited, particularly during the school term. Employee Status The question reads: I'm looking to hire a few minors as paid software engineering interns. [emphasis added] A paid intern is an employee. Minimum wage laws will apply, unless there is a specific exception 29 U.S. Code § 203 (part of the US Federal Fair Labor Standards Act (FLSA)) defines an &quot;employee&quot; in subsection (e) as &quot;the term “employee” means any individual employed by an employer.&quot; with exceptions and different definitions for government workers, farm workers, volunteers, and certain other cases which do not seem tol apply here. Subsection (g) reads &quot;“Employ” includes to suffer or permit to work.&quot; The US Department of labor &quot;Fact%Sheet%#13:%Am%I%an%Employee?&quot; further defines &quot;employee&quot; and gives tests for whether a persron is an employee or an independent contractor. It states that &quot;most workers are employees&quot;. It gives various factors to consider in deciding whether a worker might be a contractor or an employee. These include: Work that is integral to an employers business is usually done by employees, not contractors. If a worker exercises managerial skills, and if so, if these affect the worker's chance of profit or loss, the worker is more likely a contractor The relative investment by the worker in facilities and equipment. If there is little, the worker is more ;likely an employee. Workers who must use independent business judgement are more likely to be contractors. Detailed control of hours of work and methods indicates that the relationship is more likely one of employment. Employment Under Copyright Law 17 USC 102 states that: 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 ... It part (1) of this definition that is relevant here 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 Given all this, it seems likely that &quot;paid interns&quot; in the situation described in the question will be employees for purposes of copyright law, and their works in the course of employment will be works madwe for hire, with the employer being legally the author. This conclusion does not depend on an employment contract, adn an action by the intern to later void such a contract will not change the copyright status of the work. Conclusion The copyright of works (including software) produced by such interns is likely to be a work made for hire, with the employer being the author and initial copyright holder. This is true regardless of any contract, because a contract is not the key factor which makes a person an employee under US law, rather the nature of the relationship is. It would be wise to consult a lawyer with experience in employment law and the laws governing minors in the relevant jurisdiction before entering into such an arrangement.
The LLC is its own legal person. Your contract with the LLC it is not affected in any way by a change in the ownership of the LLC.