Can I be held liable for accidental damage to my company laptop? I have resigned from the company I am an employee at and I am currently serving my notice period. To minimise distractions to other employees, my manager has asked me to work from home for the duration of the notice period. While working at my home desk, I spilled a glass of water and it went over my closed laptop. I did my best to prevent damage (quickly drying the laptop, powering it off, and leaving it to dry for 48hrs). Unfortunately it looks like the laptop is damaged, I imagine beyond economical repair (though I will verify this at the store). I have checked my contract and there is nothing outlining company equipment. Can I be held responsible for this damage?
What happens is the same as if you were an employee in the office, staying with the company for another few years. You are an agent for the company, and everything you do is as if the company was doing it (except for extreme circumstances). A company employee broke your laptop. It's the company's problem. They should have insurance for this kind of thing. And they told you to work from home, so if something happened because you are at home, that's the company's problem as well. It could be different if your company had told their employees not to have any fluids anywhere near their computers, and you had acted against this. Or my company doesn't allow me to take my works computer with me on a holiday; if I did without explicit permission and it got damaged, that would be my problem.
The real question isn't whether there is a law, but whether you want to keep your job. If you want to do something that you believe will affect your company negatively, and you ask whether it's legal or not, the question alone should show you it's a bad idea. And another question is whether you can be sued, and what it will cost you even if you can win a case, and the answers to that are "yes" and "a lot".
You are probably entitled to the $100 (more or less) They breached the contract and you are entitled to damages (what it cost you) for dealing with their breach if they are unable or unwilling to remedy their breach. This would include the reasonable cost of your disposing of the unwanted mattress plus or minus any difference in the price from you sourcing the equivalent mattress elsewhere (subject to any legitimate terms of the contract that allow them to cancel the contract if they can’t supply). Of course, it’s not worth suing over such a trivial amount but this is the sort of thing the consumer protection regulator in your jurisdiction would be interested in.
Statute of limitations is the least of your problems To answer your headline question is 7 years. However, the problem that you have is I hear (and your employer and the court will hear): &quot;I say I suffered this injury at work but I didn't report it, no one saw it happen, I didn't tell anyone at the time and I didn't see a doctor until 'later'.&quot; What are you going to say when they ask you for evidence of your claim?
united-states If they have a contract with the employee which specifies that such IP is assigned to the company at creation, such a contract is valid until and unless a court holds that it is void. It might be held void as against public policy,. or as being &quot;unconscionable&quot;, but it might well not be so held. An even broader contract, which claimed any and every kind of IP created by an employee, even if crated during off hours and not at the work site nor with company resources is more likely to be held void, but even this is not certain to be held void. In the absence of a contract explicitly assigning such IP to the company, the company might attempt to apply the rule that makes works created by an employee within the scope of employment works-made-for-hire (WFH). This is in 17 USC 101 (the definitions section of the copyright law). This would affect copyrights, but not patents or other IP. There is very little US case law interpreting the &quot;scope of employment&quot;. But there seems some reason to believe that work that was not assigned by the employer, not intended to benefit the employer, not used by the employer, not done within usual working hours nor using company resources, and not of the specific type normally assigned to or carried out by the employee, is probably not &quot;within the scope&quot; of the employee's employment. If that is so, the work would not be WFH, and only an explicit written contract, signed by the employee (or the employee's authorized agent) could transfer the copyright.
The employee must, during and after employment, without limitation in time, observe a duty of confidentiality regarding [...] the Company's internal affairs such as business plans, profitability, pricing, employees, methods, processes, routines, code and the like as well as other information that the Company typically wants to keep secret The pure information that the company had at some time a security problem with their product is internal knowledge you only gained through working there. By what is written here, you are indeed prohibited from speaking about it. If it were public knowledge, you could point to a press release and say &quot;I did that, that was me fixing the problem&quot;. That would work. Because it doesn't share anything that isn't public anyway. But you cannot share things the company wants to keep secret. Finding out whether that contract is legally enforcable in your country and juristiction is the job of a real lawyer, but just as written, they are right. You signed a contract to not do that, not talk about it an certainly not publish it on the internet. So you should not do that, unless a good lawyer you trust tells you otherwise. That said, &quot;I found a security flaw&quot; is about as impressive as &quot;I found a dollar on the floor&quot;. Maybe you can talk about your knowledge to prevent something like it happening. That says nothing about whether or not it happened in your old company, and for me as an employer it is much more valuable to have you on board with structured knowledge you can apply, than with your memories of being lucky once.
The key here is the provision "through no fault of his own". A landlord who relies on this provision would need to be able to demonstrate what the cause of the delay was, and that s/he had not been reasonably able to avoid it. Nor could a landlord simply fail to take steps to repair the problem, whatever it might be. If the problem will clearly take more than 30 days to fix (Isay the building burned down), the prospective tenant would have the right to cancel the lease at once. True, in such a case the tenant would be put to the trouble and expense of finding another place at short notice, but then the landlord would have lost his income from the property. The provision allocates the losses between the parties in such a case. If the property is not available at the specified time for the lease to start, but could be available a few days later, the quoted provision would not allow the landlord to just ignore the situation and end the lease. The landlord is allowed only a "reasonable time" to fix the problem, and taking significantly longer than is needed would not be "reasonable".
The question of whether a person was acting on their own behalf or that of a company would generally be a question of fact, so if such a case came to court it would be for both sides to present evidence and argue for their interpretation of it. In most cases the context makes it clear. You mention having a company email domain and associated email signature; that is certainly good practice and would go a long way towards creating a presumption that you were acting for a company. Also signing yourself with your job title or role (e.g. "Joe Bloggs, Chief Bottlewasher") makes it clear that you are speaking in your role as an employee. The content of the communication also matters; if you use your company email address to order goods from a supplier that the company has used before then the recipient can reasonably assume that you are ordering on behalf of the company and a court is likely to agree. OTOH if you use the company address to send libellous emails then the recipient would have a much higher bar to claim that this was the company view rather than a personal one.