Employer listed incorrect end date in contract I'm working as an independent contractor and the agreement I signed says my start date is May 12th 2020 and my end date is July 10th 2020. I'm required to work 200 hours for the company between these two dates. As I initiate the final goodbyes my employer is saying I have to stay on till July 23rd. Currently, I am at 175 hours of service due to Memorial Day and another short week and the work is part time. Employer put the wrong date and now my contract is interfering with a vacation I planned around this contract. Will I be held liable for the remaining 25 hours per the contract? Out of good faith, I suggested that I would work July 13 to the 16th to help remedy any trouble caused by this contract and still be able to go on my vacation. This would add 20 hours to the total putting it at 195 hours. My employer said that they would accommodate that and now he seems to be going back on his word and demanding I work till the 23rd. I did not get acceptance of my offer mentioned as a remedy in writing. Ideally, I would want a clean break this week because of how my employer is handling this situation but I think the right thing to do would be to stay on for the extra week: July 13- 16th. My last and least optimal option would be to work one or two days during the July 20th week to meet the 200-hour requirement. Finally, my questions Am I liable for the remaining hours? Or can I take advantage of this contract's end date and end my relationship with this company ASAP?
According to your description, you have a contract to work 200 hours, and this must be accomplished between May 12 and July 10. Apparently you are 25 hour short on that obligation, which may mean that you probably will be in breach of contract. I don't see what error there is w.r.t. the date: whatever the contract says, that is what you agreed to. Perhaps you are wholely responsible for the shortfall of hours, or perhaps the employer bears some responsibility (e.g. making it impossible for you to work). It sounds like the employer is offering you an accommodation so that you can fulfill the hours part of the contract, by extending the termination date. Technically, you also have to do the work by a particular date, but a reasonable delay in performance is standardly allowed under contract law, unless the contract has a &quot;time is of the essence&quot; clause which states that completion by the specific date is essential to the contract. If not, then there is reasonable flexibility in completion. Doing less than you contracted for, on the other hand, is not a standardly-available option. Pursuant to the comment, it sort of sounds like the employer made it impossible to satisfy the conditions of the contract, and wants to use the end of contract date as a form of hardball to extract additional hours (i.e. &quot;we'll sue you for breach of contract for not having done this by the deadline, unless you agree to work an additional 15 hours&quot;). Hardcore deadlines without a time is of the essence clause don't support a claim for damages in case of minor delay, and even less so when the employer bears responsibility for the delay. Consulting an attorney (bring in the contract and all), in this case, would be a good idea, if they are hinting at a lawsuit if you just walk away 15 hours short, or won't accept your compromise.
What should I do? Don't get intimidated, don't sign/accept/submit to his "agreement" now that you are securing employment elsewhere, and make sure that henceforth all your communications with the CEO &amp; his startup be --or continue to be-- in writing. The CEO's attempt to be reimbursed is pure non-sense because hitherto there is no mutually agreed clause between you two to that effect. Generally speaking, compensation is for the professional's work, not for his employment spanning "n" pay periods. Having there been no employment/founders agreement of any type, he will be unable to prove that this was agreed any differently in your case. Furthermore, the CEO's threat to seek reimbursement of your earned compensation unless you submit to his "mutual" agreement not only amounts to extortion, but it also reflects his cluelessness about contract law. For instance, that contracts which are signed under hardship or duress are voidable. By contrast, submitting to his conditions will needlessly impose on you the burden of proving duress once you decide the situation is unsustainable. This is in addition to the legal weight with which your acceptance and subsequent conduct would support the CEO's allegation(s) that you two have "at all times" been in a cognizable contractual relation. Being realistic, it is highly doubtful that a startup which pays you weeks late is able --or even willing-- to spend money on a lawyer for nonsense like this.
It looks like your PTO already met the legal qualifications for the law were met by your PTO policy prior to the law's enactment. The linked material lists the exemption for full time employees. You should have a leave balance in your pay stub (and if not, you should talk to your company's payroll department to find out your balance(s)) and can use leave that you have for sick leave (they just aren't calling it sick leave it). Likely your leave is valid for sick or vacation leave combined or you have two pools (sick and vacation) that you can use any leave pool for sick days (typically, sick leave will be paid out on departure from the company and has no caps on banking it (if you have X amount of hours per year and don't take sick days at all, you can add that to the sick leave you get next year) so you can retire early by using the sick leave to cover the time you would have remaining to work before retirement benefits can take over. Vacation or Annual may also payout but has a cap on banking (often this bank will be the days per year value of the year. If in year one you take no vacation days, you can still have X vacation days banked in addition to year 2's days, but you need to use that same amount by the end of year two or you will lose the hours banked in year one. Basically amounts to longer Christmas Break for a lot of people).
This is actually required by german Law. Specifically § 623 BGB says: Die Beendigung von Arbeitsverhältnissen durch Kündigung oder Auflösungsvertrag bedürfen zu ihrer Wirksamkeit der Schriftform; die elektronische Form ist ausgeschlossen. Translation by me: Resignations and ending-contracts to end an employment are only valid in written form; an electronic form is not possible. The definition of the written form is in § 126 BGB. It basically says, that either a signature is needed or a notary has to vouch for it. So if you are actually employed under german law you have to send them a signed letter. How that letter arrives at the employer is not specified. I would imagine most resignation letters to be personally handed in.
A contract is terminated by performance when all parties have completed their obligations. So, when you have delivered and they have paid and any other obligations incidental to that have been completed (such as the expiry of any warranty or guarantee) then the contract has ended. There are other ways of terminating a contract but they are (hopefully) not relevant here. What you have in your contract is not an end date but a date by which you were obliged to complete one of your obligations. Not delivering by that date is technically a breach of the contract which would entitle the other party to sue. However, there is a mechanism in the contract for varying the date for delivery which you have done and the client has agreed to. Note that there is an implicit term that you will exercise any powers you have under the contract (such as extending the delivery time at your "sole discretion") in good faith - if your client rejected your proposed revision and sued, you would have to demonstrate that the revised date was reasonable in the circumstances. You should not unilaterally materially amend a written document that records a contract - doing so entitles the other party to terminate the contract.
They can ask, but there is nothing in law - that I can find - which obligates an answer. (There may be some exceptions that require a previous employer to provide a reference which might include this detail, but that does not appear relevant here.) As an aside, there is an ongoing #EndSalaryHistory campaign by the Fawcett Society which is focused on equal pay and sexual equality in the workplace, and they are calling on employers to: stop asking salary history questions...
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.
One of the principles of contract law is that the offer and acceptance are evaluated based on the objectively ascertainable intentions as judged by a reasonable person. On the facts that you have provided - even if your friend claims that they filled it out wrong, there is no reason for someone to objectively think so, particularly given the fact that they went to the trouble of writing the information in. However, this will depend on what kind of legally binding document this is. If it is, in fact, a contract, then the employer must accept it before it becomes legally binding, and they must actually communicate this acceptance to your friend (the offeror). If this is a policy document, then it is only legally binding if another contract has said that it is legally binding - generally, (smart) employers will include a clause in their employment contract stating that you are to adhere to policies but that those policies do not form part of the contract. If that is the case, then your friend is legally bound by the terms of the policy and will breach their employment contract if they do not adhere to this policy. This is unlikely to be an issue of contract law in and of itself - your friend cannot unilaterally bind their employer to terms as he sees fit. More information - including the nature of the document and other agreements that were made - would be required to provide more useful information (and that's what you would give to a lawyer).