The legal length of one month Referring specifically to employment contracts in England, I've seen contracts that specify "one month of notice" to be given before termination of the contract. This does not specify whether this means one calendar month or a specific number of days/weeks. So, in cases like this, what can be inferred in England?
English common law has centuries of experience on this issue, and has developed some settled principles that are applied by the courts. Prior to 1925, references in contracts to months were interpreted as lunar months. There are 13 lunar months in a year. By section 61 of the Law of Property Act 1925, references in contracts to months are to be interpreted as calendar months, unless the context otherwise requires. Calendar months are counted from a specified date. It is not necessary to consider the period from the 1st of a month to, say, 31st (unless the notice period starts on 1st of a month). This contrasts with the usual understanding of calendar year, which tends to be thought of as the period from 1st January to 31st December. The “corresponding date rule” requires that one looks at the same date in the diary the relevant number of months ahead. Thus a period of 3 months from 20th April expires on 20th July. In the case of Dodds v Walker [1980] 1 WLR 1061, in the Court of Appeal, Templeman LJ said: "…if an act is authorised to be performed on any arbitrary day in any month of the year, then one month elapses on the corresponding day of the next month, provided that the day of the act itself is excluded from computation." In the same case, in the House of Lords, Lord Diplock said: "The corresponding date rule is simple. It is easy of application. …all that the calculator has to do is make in his diary the corresponding date in the appropriate subsequent month." In the same case, Templeman LJ clarified that if the period expired on a date that did not exist in a particular month (eg 31st February), then the period would expire on the last day of that month. Source
The legal reasons for dismissal in the UK are described here: it includes such things as being unable to do your job, redundancy, violence on the job, being sent to prison, the factory burning down. It does not include quitting. &quot;Unfair dismissal&quot; is described here, and it says Situations when your dismissal is likely to be unfair include if you...resigned and gave the correct notice period This page then describes recourse for unfair dismissal. §108(1) of the Employment Rights Act says that Section 94 does not apply to the dismissal of an employee unless he has been continuously employed for a period of not less than two years ending with the effective date of termination. §94(1) then says that &quot;An employee has the right not to be unfairly dismissed by his employer&quot;. §108(2) also lists numerous cases where the two-year tenure condition does not apply. Most of those reasons clearly don't apply to the act of giving notice (it includes e,g, pregnancy, whistle-blowing etc), which means that any firing because an employee is pregnant (etc.) is automatically unfair, regardless of duration of employment. §104 which is within the set of conditions that are &quot;automatically unfair&quot; is &quot;Assertion of statutory right&quot;, (1)An employee who is dismissed shall be regarded for the purposes of this Part as unfairly dismissed if the reason (or, if more than one, the principal reason) for the dismissal is that the employee— (a)brought proceedings against the employer to enforce a right of his which is a relevant statutory right, or (b)alleged that the employer had infringed a right of his which is a relevant statutory right. However, the reason for being fired in this case has nothing to do with bringing proceedings against the employer, or alleging infringement of a statutory right. As far as I can determine, being fired because you quit is not deemed automatically unfair in the sense of short-circuiting the two year employment requirement; and for an employee with less than two years of service, no justification is necessary.
Contracts can say all sorts of unenforceable things, you provided an example of one of them. A person cannot be compelled to stay and work somewhere they no longer wish to work. At the risk of getting my wrist slapped for straying too far into the land of opinion, a clause like this is likely intended to take advantage of naive teenagers who will provide free employment referrals because they think they have to.
If this is a client - contractor relationship, it depends on the contract. Attorneys may bill on a quarter-hour basis, or a 10th-hour basis. A 1 minute phone call under a quarter hour billing basis is more expensive than under a 10th-hour basis, all other things being equal (i.e. the hourly rare). So if I hire an attorney to do something and he bills me for 1 hr 6 minutes because he spent 1 hr 4 minutes to do it, he can do that, and I can't object that he didn't spend a full second hour on the task. It just comes down to what the client and contractor agreed to, and if a contractor wants to bill by the second, he can. For employers and their employees, the Fair Labor Standards Act applies in the US (there are state analogs which mostly say the same thing). The employer is responsible for paying employees based on work done, so they have to keep records. Department of Labor rules allow an employer to simplify record keeping, for example they can round employee hours (1 hr 2 minutes is the same as 55 minutes) – you have to be consistent. They explicitly allow 5 minute granularity, and don't disallow granularity to the second.
Law (regardless of its type) supersedes contract, provided it has jurisdiction over the persons bound by that contract. Contract provisions that are counter to law are generally held to be void. State law has authority over an employer's policies or hand book. However, there may be exceptions in state law (so I would double check). A frequent exception (at least in California law, which I am most familiar with) is for very small businesses. Another exception, from C.R.S. § 8-4-101(5), is if you are considered a "contractor" rather than an employee, per the government's determination. It is possibly worth your time to let you employer know of this conflict before termination if possible, so that they can adjust their policies, rather than in an adversarial position after termination, if only to avoid the headache.
Can the subject actually sue me in England, or is it possible to sue only in the EU country I posted the article from, or in the US where the article is actually hosted? Yes. If the online encyclopedia is available in the UK, then you have libelled them in the UK and, indeed, in every country where it is available. They can choose to sue in and under the laws of any country where they were libelled. If the subject can and does sue in England, what happens exactly? This is laid out in the Civil Procedure Rules Am I correct in presuming that I will be notified of this by mail and asked to enter a defence? You will definitely need to be served with the Particulars of Claim, however, this may come by other methods than snail mail. If so, what happens if I ignore the matter? Will a default judgment against me necessarily be entered, or will the court duly consider the plaintiff's case, perform the bare minimum investigation/reasoning necessary to determine which arguments of theirs are (un)sound, and so possibly rule in my favour? A default judgement will be entered providing the Particulars of Claim show a cause of action on its face. The court will not examine any evidence or enquire into the veracity of the statements made on the Particulars of Claim. In short, unless the plaintiff has ballsed something up - you lose. If I do choose to respond, can I hire an England-based lawyer to handle everything remotely, or can I be compelled to physically attend the court in England? You are generally not required to attend court in a civil matter unless you need to testify. Even then, arrangements can be made for remote testimony. If the court rules for the plaintiff and awards damages, can this judgment be enforced in the EU, or would it apply only in the UK? It can be enforced in the EU. As a courtesy or by treaty, domestic jurisdictions will enforce foreign judgements in most cases. If the court rules in my favour, would I recoup my legal fees? You will probably recoup some but not all of your legal fees, say 50-60%. Costs orders are complicated - talk to your lawyer.
Can landlord backbill 4.5 years worth of utilities that were never billed to us bimonthly as directed in the lease? Yes, since the bimonthly billing issue appears to be within the LA statute of limitations for claims of breach of contract: 10 years (see here). But you might want to check the actual legislative language of the statute referred therein and the prior or consecutive ones --all pertaining to statutes of limitations-- so as to ascertain the accuracy of information in the first link (navigating through the bunch of LA two- or three-line statutes for this and that gets annoying). They are desperate to get me to move out since it is a rent-controlled unit and I feel like they have done this to cause issues and force me to default on rent. Is this a legal practice? I am not knowledgeable of state legislation particular to rent-controlled units, but I highly doubt it is lawful for them to proceed that way. Other details you describe reflect that the company has been --or is being-- malicious or grossly negligent. If so, strictly speaking, the company's conduct (1) ought to weaken its position or merits in trying to force you out, and (2) tends to contravene the contract law covenant of good faith and fair dealing (see below). If your lease mentions any statutes regarding rent-controlled units, you may want to search for case law at leagle.com to see how the statutes are applied. Without knowing the terms of your lease, I think your priority should at all times be the rent itself so as to avoid eviction. Does the "billing every two months" in the lease have any hold on this issue if they breached their own lease? Maybe not. The repeated, yet sole, failure to send you the bimonthly billings falls short of landlord's breach of contract. For your argument on breach of contract to prevail, you would have to prove that the landlord knowingly/deliberately let the water bills pile up prior to demanding you to pay everything at once. That would prove that the landlord is not meeting the covenant of good faith and fair dealing that is prerequisite in contract law.
This would be a case of mutual mistake or unintentinal ambiguity. If the circumstances make it clear what year the parties intended, particularly if it is the current year, a court would probably treat the contract as if it specified that year. If the parties' intentions could not be reasonably determined, a court might rule that there had been no meeting of minds, and so no valid contract at all.