Is there such a thing as employee owned LLC? There's employee owned companies, but I'm not looking to start anything quite so big. Is there a form of company like an LLC that's straight forward to file that will allow it to be employee owned?
Most limited liability companies (LLCs) are small, closely held firms that are owned entirely or in substantial part by active employee-manager-owners with modest capital contributions. LLCs with large numbers of owners typically have a large share of non-employee investor ownership and are most common in oil and gas firms and in real estate firms that either develop, or buy and hold, real estate. Most large accounting and law firms and many other professional service firms are organized as LLCs or LLP (limited liability partnerships), which are owned by the senior employees whose contributions as employees dwarfs their contributions as investors. (Non-lawyers and non-physicians aren't allowed to have ownership interests in law firms and medical practices, respectively). These are the largest firms in the world with significant employee ownership. Start up tech firms organized as LLCs also often give equity stakes to employees even below the senior-managerial employee level. Rank and file employees are sometimes given an ownership interests in firms, but this is more commonly done through an employee stock ownership plan (ESOP) or certain other tax encouraged mechanisms for employee ownership in corporations (e.g., incentive stock options), or in the context of a firm organized as a cooperative (which is taxed essentially like a C-corporation but with an entity level deduction for cooperative dividends paid to members), than it is as an LLCs. One important reason for this is that pass-through taxation (which applies to LLCs not electing to be taxed as corporations) is not workable as a means of imparting ownership to large numbers of rank and file workers, because the compliance paperwork of sending out dozens or hundreds of K-1s to these workers is daunting, and because the prospect of a disconnect between allocated income and loss, and actual distributions (e.g. taxation on &quot;phantom income&quot; of the entity that is not distributed) is problematic.
Patents are not that relevant in this case. Software patents are unenforceable in most parts of the world anyway. What matters here is copyright. Every work contract has a clause that everything an employee creates as part of their employment is copyrighted by the company. So using company-owned code to build an own project would be a copyright violation. There are also other legal tools in some jurisdiction which can be used against employees trying to misuse intellectual company property. But that's a topic for Law Stackexchange. Also, this isn't really related to a BYOD policy. Being able to bring your own device to work and then back home might make data theft more convenient, but isn't required. There are many other ways to steal sourcecode, like USB drives or uploading them to the internet. To prevent the first you would have to design your software development offices like a supermax prison facility with meter-high walls (so nobody can throw a device over it) and strip searches on everyone leaving the building. This is neither feasible nor reasonable for anything below matters of national security. To prevent the second, you would have to completely prevent internet access from developer workstations, which would greatly impede the productivity of any software developer. So most companies do not even try to physically prevent employees from stealing sourcecode. They rather rely on the legal safeguards and on maintaining a mutual trust relationship with their employees. It might seem counter-intuitive to some, but when you do not treat your employees like potential criminals they are in fact less likely to betray you.
You were on a performance improvement plan, those often require special requirements of the employee. I'm sorry your mother died, but a year seems like a very long time to take, and your company was very kind to give you that long. I am not a lawyer but I sincerely doubt there is anything actionable here.
By &quot;unlicensed&quot; you mean that it doesn't state a license for use (MIT, GPL, etc.)? Those licenses are just a codified bundle of terms of use that cover many many edge cases. You have in place a much simpler agreement that covers the primary situation: you using/modifying the code for your own use. It's just like borrowing a car. You will ask a friend &quot;hey, could I borrow your car for a bit?&quot; &quot;sure!&quot;. You know there's a possibility that you'll get in an accident or something weird will happen, but you think the chances of that are minimal and you would be able to work it out. If you ask a car rental company, they'll give you a full contract covering every situation that may happen. Similarly, a large company would be hesitant to borrow a car for corporate use without a legal framework surrounding it. So you will likely be in the clear if you are just using it for a small project with minimal legal/financial implications. If you plan on turning your project into a multi-billion dollar empire, you should revisit your agreement.
Raise the question with your employer If you believe that you are an employee and not a contractor then there is presumably something you want from your employer. This may be additional wages and entitlements that you would have or will become entitled to for past or future work respectively. Or you may have been injured and want workers' compensation. Or terminated and you want redundancy pay. Whatever it is, work it out and raise the issue with your employer. You might want to consult an accountant or union to help you. They may acknowledge that you were incorrectly classified and give you what you want. Winner, winner, chicken dinner! Or they may dispute it. If so, you need to follow the dispute resolution processes at your workplace. These typically involve informal discussions, escalating to mediation and then to a workplace tribunal run by the government. You will almost certainly want to consult a lawyer or union to help you - given that you don't know where to start the learning curve is likely to be too steep. In virtually every jurisdiction if people are employees at law they can't choose not to be. in british-columbia the relevant law appears to be the Employment Standards Act although it's not unheard of in edge cases for a person to be an employee under one law (e.g. workers' compensation) and a contractor under another (e.g. income tax). From the linked site: The overriding question is “whose business is it?” Is the person who is doing the work doing it as a person in business for themselves? If you are working "for" your own business you are probably a contractor. If you are working "for" your employer's business you are probably an employee. For example, if you are an accountant with several dozen clients, maintain your own business premises and charge for your advice based on the amount quoted rather than by the hour, you're a contractor. If instead, you have 2 clients, work from their premises at set hours and get paid by the day or week, you're an employee with 2 jobs. In edge cases these are not cut and dried - Google are Uber driver's employees. In Australia: no. In California: yes. In the UK: yes.
Only if the company consents While some jurisdictions have by statute allowed corporations to be bound by pre-incorporation contracts, New York is not one of them and holds to the common law principle that a person cannot enter a contract before that person exists. In your circumstances the company is only bound by the second contract. So, who is bound by the first? Well, corporations can only act through agents and agency law tells us that an agent who purportedly acts for a non-existent principal is actually acting on their own behalf. So, the person(s) who signed for Company X on the first contract are personally bound to the contract. Unless they explicitly told Company Y that they wouldn’t be. It seems that they didn’t so Company Y can require performance of the first contract by them and of the second by Company X. Company Y must, of course, fulfil its obligations under both contracts - it needs to bear this in mind if it is actually impossible to do both, for example, transferring the same property to the signers of the first contract and Company X or becoming a full time employee of both. If so, it might be in Company Y’s best interests to let the first contract “die”.
If the company makes a contract, and as a result of that contract it owes more money than it has, then the company goes bankrupt and the owners and directors can walk away from it. This covers the owners/directors in cases of ordinary business contracts. However if an employee (including an owner or director) does something sufficiently harmful then under the law of torts they can be personally liable as well as the company. Examples are negligence and fraud; if you build someone's new roof while acting as an employee and the roof leaks then its likely to be the company on the hook for damages. However if you misrepresented your qualifications or acted negligently then you might well be personally liable. This is all very general. Details are going to be specific to your jurisdiction. So the answer is that having a company is certainly better than making every contract in your own name, but its not complete cover. You can probably get insurance if this is a concern, but its likely to be expensive.
Do you have permission of the person? In general, product names fall under trademark law, not copyright. And while it's possible to use the name of a non-employee as a trademark, doing so without the permission of that person is rather dangerous. That person may sue you for a number of different reasons, with different demands - chiefly financial compensation or a rename of your product.