Can I file a small claims suit against a company that is shutting down? This summer I did freelance work for a very early stage startup. We had a contract for an 8 week project wherein they should have paid me half of the fee after 4 weeks, and the rest after 8 weeks. Four weeks came and went, and I received no payment. When I contacted them they said that they had issues with one of the founders, and asked me to pause the work. Since then (it's been 5 months), they have avoided all contact with me and I have yet to be paid. I finally got a hold of them last week and was told that they are in the process of shutting down the company, and was offered about 20% of the payment owed for the first 4 weeks. My question is - what will be the likely outcome be if I file a suit in small claims court? I know that the company has not been shut down yet, but they mentioned that it will be done by the end of the month. Should I rush to file a suit before the end of the month? Will it make a difference?
Suing them and winning may not be that difficult, and you can generally sue a business even if it ceases to operate as a going concern. Collecting the judgment you win, however, is likely to be very difficult. Still if you are going to sue, the sooner the better, because outside of bankruptcy, the general rule is that the person who is first in time to actually seize the available assets of a company with more debts than assets is first in right to those assets. Also a squeaky wheel is often the one that gets the grease. "Shaming" companies on social media often works for going concerns, but is rarely effective when a company is actually going out of business soon. There are special remedies available against recipients of improperly diverted funds when funds are deliberately sucked out of the organization without receiving anything in exchange for its money (this is called a "fraudulent transfer"), but those cases are expensive to bring and hard to prove. Often in the case of a legitimately failing business, operating losses and not improper diversion of funds from the company, is the reason that it doesn't have enough money to pay all of its debts in full, so this remedy is not available. Winning a lawsuit simply gives you a piece of paper stating that the defendant owes you money which you can then use to seize money and property from the defendant and/or people who owe the defendant money, if you can find either of those things. But, you can't get blood out of a turnip, and the alternative formal collection mechanism (forcing an involuntary bankruptcy) requires the coordination of multiple significant creditors and may not provide much better results if the company has genuinely run out of money, although unpaid wages are often entitled to priority in bankruptcy up to a certain dollar amount which is a preference that is not generally available outside of bankruptcy court. There are sometimes laws that can be invoked to hold people affiliated with the management of a defunct business personally responsible for unpaid wages (sometimes the Fair Labor Standards Act (FLSA), and sometimes state wage claim acts). And, very rarely in egregious cases that affect lots of people where there was an intent to stiff you before you finished earning new wages at the company, a local or state prosecutor will prosecute a company or its officers for "wage theft". Finally, "freelancers" often have far fewer rights in efforts to collect wages than true employees, so a mere independent contractor is in a weaker position and should consider that fact when deciding whether or not to settle. Bottom line: consider seriously accepting a settlement because the cost of collection and the unavailability of assets to collect from once it goes out of business may make a bird in the hand worth more than two in the bush.
This is an increasingly common practice in the UK for dismissals, especially for reasons of redundancy. What is going on here is that they are attempting to enter into what until recently was known as a compromise agreement, and is now termed settlement agreement. Normally, when you are made redundant, you are entitled to statutory redundancy pay (amount depends on age and length of service; see https://www.gov.uk/redundant-your-rights/redundancy-pay). You can take this and do not need to sign anything. However, sometimes companies make slightly more generous offers in exchange for you agreeing not to take them to tribunal/court or discuss/disclose certain matters. This would often involve more money and an agreed reference. These agreements only have legal standing if you have taken legal advice from a person qualified to give it. The UK's national conciliation and arbitration service ACAS has information on settlement agreements at http://www.acas.org.uk/index.aspx?articleid=4395 Therefore the employer is offering to pay legal fees because they need you to get advice before you sign a document which protects them. They are suggesting solicitors because they know of solicitors willing to do this work for the price they are willing to pay. Some companies will do this for every dismissal and have a have a standard package for enhanced redundancy. Other companies decide for each case. Before you proceed to arrange a solicitor, you should check: That you are free to choose another solicitor who will do the same for £500. That this will be paid whether or not you agree to the terms. What your length of service is, what your statutory entitlement is and what the difference is between that and what you are being offered. You should also think carefully about whether you have any potential claims against the employer - for instance, if you think you are not being made redundant because the employer is doing less of a particular type of work but because you have raised issues of discrimination. You are probably being asked to give up your right to pursue this. In terms of choice of solicitor, a solicitor which gets work from employer recommendations probably won't be too forthright in encouraging you to challenge unfavourable terms (even if they do not work for employers). If you are a member of a trade union, they will be able to suggest lawyers who do settlement agreements for employees on a regular basis. If not (and I assume not as otherwise they would be helping you through this), I would suggest finding a firm that specialises in representing employees - some solicitors' firms like Thompsons and Morrish are pretty open about their focus.
How should I proceed? I am asking law friends to recommend some employment lawyers, but other than this, can I do anything else? You definitely don't need an employment lawyer for this. From a legal standpoint, the matter is very simple: If you grant their request (whether by signing or otherwise expressing your acceptance), you would be waiving any remedies currently available to you for their breach of contract. The company's attempt to override its contract with you is quite naive, but the company can always (and evidently does) try to get away with its liability nonetheless. I would not be surprised if the company subsequently tries harder to intimidate you, but that does not change your legal position &amp; merits unless you sign the waiver the company is pursuing. Asking for your post-termination availability reinforces the notion of company's poor planning and subpar management.
Can a lawsuit naming multiple defendants be partially dismissed? Yes. This happens routinely. As one random example, in a recent 7th Circuit case, there was no doubt that the Plaintiff had stated a legally valid claim against two off-duty Indianapolis officers who choked a bar patron unconscious, dragged him facedown to parking lot, beat him still further, emptied his wallet, and left him covered in blood. But, the Plaintiff also named the city that employed them in its municipal police department when they were on duty as a defendant. The trial court denied the city's motion to dismiss, and a jury awarded $1.2 million of damages against the city as well. The 7th Circuit, however, held that the trial court should have dismissed the City that employed them as a defendant, since it did not have legal liability for the off duty conduct of its officers, and the City further purged itself of any claim that it adopted a policy tolerating this conduct when it fired the officers after learning of the incident. On the other hand, a plaintiff can sue defendants in the alternative and only has to dismiss a defendant when it is clear that no reasonably jury could hold that particular defendant liable. For example, suppose that a house with a structural carpentry defect was built by two framing contractors. It is clear that the defective work was all done by a single framing contractor and that it was defective, but there aren't good records of which contractor did what work. The Plaintiff can properly sue both framing contractors in the alternative for the damages caused by the defective framing work, and can leave it to the jury to decide on the merits which of the two did the defective work if the question isn't cleared upon unequivocally before then.
Generally, a managing member of an LLC cannot speak for the LLC in court. The LLC needs to hire a licensed lawyer to do that. The general rule is that entities may not represent themselves "pro se" through non-lawyer officers and must have a licensed attorney represent them in any court matter (in practice, a court will usually allow an officer or manager to write a letter to the court asking for a brief extension of time to a deadline to obtain a proper lawyer, even though that is logically inconsistent). If an entity does not hire a lawyer, a default judgment will enter against it. In other words, a CEO or manager or managing member of a company isn't allowed to speak for it in court. This rule is almost universal in the world of legal systems descended from English common law, although sometimes there are narrow statutory exceptions. The manager of an LLC is a person to whom legal process may be directed to begin a lawsuit, but that isn't the same as representing the LLC in court. Wyoming does have an exception to the general rule for small claims court cases at Wyoming Statutes § 1-21-202(b), which states: Notwithstanding the provisions of Chapter 5 of Title 33 of the Wyoming Statutes, in small claims court, the state, governmental entities, natural persons, corporations, partnerships, associations or other organizations may litigate actions on behalf of themselves in person or through authorized employees, with or without an attorney, provided that if an attorney appears, the opposing party is entitled to a continuance for the purpose of obtaining an attorney of its own. Keep in mind, however, that small claims court only governs claims of $6,000 or less, and only in cases where the Plaintiff has elected to file a suit using small claims court procedures. I note that this question is tagged "small claims court" but it isn't clear from the circumstances set forth in the question whether this is merely a claim for a small amount of money or is truly a claim that was filed using the special small claims court procedures in which an attorney is not required. Wyoming Statutes § 33-5-101 et seq. is the law regulating attorneys which prohibits the unauthorized practice of law that is the basis for the general rule at Wyoming Statutes § 33-5-117 which states: It shall be unlawful, and punishable as contempt of court, for any person not a member of the Wyoming state bar to hold himself out or advertise by whatsoever means as an attorney or counselor-at-law. This statute isn't perfectly clear on its face, but is understood to codify the universal common law rule so it isn't ambiguous in any way.
A court can neither sue nor be sued as it is not a legal person. The state (read government) can be (subject to sovereign immunity) in its administrative arm (i.e. not the judicial or legislative branches). For your particular examples: A suit filed by a fired employee (e.g. a court stenographer), the court has no employees. Court stenographers et al are employed by the administrative branch - the person who gets sued is the Secretary of State for the Justice Department (or whatever they are called). A suit filed by a utility company for late payments for electricity, Utility companies are not the government even if 100% government owned (most are privately owned anyway) - companies are their own legal person. A suit against a postal service that failed to deliver and lost court documents, etc. I do not know what the legal status of the US Postal Service is - it is either part of a government department ora government owned corporation - see above. The court is impartial because it is constitutionally required to be - it doesn't care who the plaintiff or defendant are.
You need a lawyer There is no magic phrase to do what you want. The company will care about defending their assets, while you will want to defend yours. Only a lawyer will be able to tailor the condition that makes sense based on what your job's domain covers and your side projects. It is entirely possible that your personal projects conflict with your employer's, and you must then put your personal projects on hold or risk getting sued. e.g.) developing two pieces of software that does the same thing. Your lawyer will be able to advise on how that looks and what to do. No random strangers on the internet can give you accurate advice.
Landlord-tenant law is an area that is heavily statute-based, jurisdiction-dependent, and far from uniform across the country. A complex, specific, multi-part question like this one is not going to get a simple answer. In general, though, I can clear up some of the confusion with a quick example. Let's say you abandon your lease, but as you do so, you write a letter to the landlord saying: "While I won't be living there any more, my friend's band needs a place to practice. They have agreed to pay half my rent if you let them play there 4 nights a week. They'll be starting on Tuesday at 11 PM: please have a set of keys waiting for them at the front desk." The landlord does not give your friends the keys. They re-key and clean the apartment and rent it two months later. Are you going to stand up in court and argue, with a straight face, that you should only be liable for half the rent for those two months because of the landlord's "failure to mitigate"? Again, jurisdictions differ, but the duty to mitigate is not absolute. If the landlord could rent out a $1,000/month apartment for $5 a month, it doesn't have to do that, and you can't make the Court take $5 a month off their damages if they refuse to do so. Also, you seem to be confused about what subleasing is. A sublessor owes duties to you; you still owe the duty to your landlord to get the rent paid. A sublease is an agreement between you and a third party to pay you rent. It does not affect your relationship with the landlord at all, unless it's a breach of your agreement with the landlord or of local law protecting the landlord from unauthorized subleasing.