3 ms·

It's amazing how easy it is to avoid singing the IP contract. I've had 4 engineering jobs each with big name companies, and have never actually signed it. I've

It's amazing how easy it is to avoid singing the IP contract. I've had 4 engineering jobs each with big name companies, and have never actually signed it. I've handed the stack of paperwork back unsigned, I've amended contracts and initialled, I've "lost" that specific page.

ig1 16y ago
You should avoid misleading your company, that's just asking for trouble. If you don't want to agree to a particular part of a contract you should be open and discuss it with the company rather than trying to slip changes in under the rader (which depending on your jurisdiction may be illegal). Imagine what happens if your company gets acquired, and during the due diligence the acquirer discovers that a critical employee contract is missing vital IP clauses because that employee "lost" that page. You could end up destroying your company.
- bdclimber14 16y ago
  I understand the last part, and wouldn't do this to a small team or startup. This probably wouldn't work with a tight-knit team anyways. It's mostly for big companies, working for "the man." Generally discussing this with them won't be productive. I would do this though if they realized that I didn't sign a particular contract. It is their responsibility to make sure I signed the documents though.
  - pasbesoin 16y ago
    I would be interested in further opinions on this approach. I've taken it at least once. I didn't have any leverage with which to negotiate. OTOH I was not doing any work that merited a "your life belongs to us" contract. It was another form that Legal drafted and HR had you sign, pro forma (as it were). I said I would need to review it. Took it with me, from my "Welcome to Big Co. meeting", and simply never returned it. No one ever followed up. As far as I'm concerned, I didn't sign it and therefore it wasn't / isn't in force. Am I mistaken, entirely or to some degree? Depending on the position, these days I'd take a more considered approach. At the time, my personal cost/benefit considerations didn't seem to warrant this; also, running somewhat similar questions by a personal attorney, with respect to a severance package, had generated a distinct attitude of... indifference, if not neglect, from said attorney, perhaps also influencing my attitude at the time. (Not even a suggestion/referral to someone specializing in that area of law.)

ig1 16y ago

You should avoid misleading your company, that's just asking for trouble. If you don't want to agree to a particular part of a contract you should be open and discuss it with the company rather than trying to slip changes in under the rader (which depending on your jurisdiction may be illegal). Imagine what happens if your company gets acquired, and during the due diligence the acquirer discovers that a critical employee contract is missing vital IP clauses because that employee "lost" that page. You could end up destroying your company.

bdclimber14 16y ago
I understand the last part, and wouldn't do this to a small team or startup. This probably wouldn't work with a tight-knit team anyways. It's mostly for big companies, working for "the man." Generally discussing this with them won't be productive. I would do this though if they realized that I didn't sign a particular contract. It is their responsibility to make sure I signed the documents though.
- pasbesoin 16y ago
  I would be interested in further opinions on this approach. I've taken it at least once. I didn't have any leverage with which to negotiate. OTOH I was not doing any work that merited a "your life belongs to us" contract. It was another form that Legal drafted and HR had you sign, pro forma (as it were). I said I would need to review it. Took it with me, from my "Welcome to Big Co. meeting", and simply never returned it. No one ever followed up. As far as I'm concerned, I didn't sign it and therefore it wasn't / isn't in force. Am I mistaken, entirely or to some degree? Depending on the position, these days I'd take a more considered approach. At the time, my personal cost/benefit considerations didn't seem to warrant this; also, running somewhat similar questions by a personal attorney, with respect to a severance package, had generated a distinct attitude of... indifference, if not neglect, from said attorney, perhaps also influencing my attitude at the time. (Not even a suggestion/referral to someone specializing in that area of law.)