Not a lawyer. California (and to a much lesser degree other jurisdictions) limits how much an employer can extract from an employee. The default status (with o

Not a lawyer. California (and to a much lesser degree other jurisdictions) limits how much an employer can extract from an employee. The default status (with or without those clauses) though is that the employee owns the IP they produce. A warehouse worker would not have had any contractual agreement to the contrary (probably), so CA's limits wouldn't come in to play since the whole thing is handled by ordinary IP law without any agreement superceding that normal behavior. Things get complicated a bit if there were a lot of trade secrets or whatnot that went into the software, but those restrictions would generally of the form <limit what the copyright holder can do with the software> rather than <trade secrets are involved, so magically the old employer can ignore the copyright holder>. Deleting the software or revoking access should be fine.