MOS2276 Lecture 4.docx

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Department
Management and Organizational Studies
Course
Management and Organizational Studies 1021A/B
Professor
Terry Biggs
Semester
Fall

Description
MOS2276 Lecture 4 01:05 Same style as consulting agreement Employment Agreement Legal substance is different from consulting/independent relationship Why they are similar, and why they are different, where they are different? Recital  ▯employment and employee Consideration clause Something valuable in consideration for signing an agreement Reference to schedule A • For convenience, to avoid changing the basic terms and conditions Direction and control of the employer First termination for cause Termination for employment • Statutory requirements (absolute minimum) • Common law requirement (reasonable notice) o 2~4 weeks/year Termination for cause • No notice necessary • Define cause 2.2 Without cause • 3 weeks per year, maximum of 6 months • Common law is what’s reasonable o If you agreed to it, by definition, it’s reasonable o 3 weeks per year is reasonable o When would 6 months be insufficient?  Mathematical formula  ▯pay more than 6 months • Would pay whatever you are required  Severance has no maximum Termination by the employee • Min. 30 days notice • Pratcially not a lot of employers sue Terms are fair and reasonable • Kholer and porter?  o Why do you define that? o The reasonableness doesn’t matter when it comes to contracts because we assume the terms are fair and  reasonable o Don’t decide whether a contract is binding with outside standard o However, in Kholer and Porter the judge did it  When we deal with sensitive aspects  Use this clause to say that the contract is fair  May not used by court but worth putting in Provisions involving? Survival clause (2.6) 3.1 Standards of Service for the Employee 3.2 Rules and Regulations • Not attached because they change ??? 1. If you don’t post or communicate the rules, they’re not binding 2. If you do communicate the policies, then you’re bound by them 3.3 Confidentiality Clause • Start­ups, may be most important provision 3.4 Non­solicitation • Restrictive (Kholer and Porter) • Not a non­competition covernance • “You will not solicit our employees or our customers” o Year long (may be a little bit long)  ▯court would determine if it’s enforceable in scope 3.5 Inventions and Patents Clause • If employee invents something while working related to the business, the employer owns it o i.e. doesn’t apply to consultant, may work for others and competitors o Therefore the broader scope is more appropriate for employees o Sometimes even if the invention was made on the employee’s own time 3.6 Fair and reasonable Provision • In the event of breach by the employer  ▯should be employee! Rights are not exhaustive • Just because they sue for damage, doesn’t mean they can’t ask for injunctions as well ??? “Persons” “Employer” includes ?? and subsidiaries • If employer of one company, then responsibility extends to all the related companies • Define employer broadly to extend the scope of liability 4.1 Non­infringement • Employees who already agreed to restrictive covernance o Comes from another employer to make sure they don’t have any obligations of current employment  So employer won’t be held liable for any obligations from employee’s previous employer  ??????? o Hiring seniors  ▯comes to employer with contract from previous employer  Can we hire him?  What can we ask him to do or not do?  Take restrictive covernance and paste to current agreement  • Recognize the obligations • Hereby exclude responsibilities that conflicts the convernance Mutual confidentiality agreement Now being signed without being read under assumption that they’re like cellphone contracts • Renting hotel rooms for investors 
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