Allgemein

Work Made for Hire Contractor

It`s important for employees to assess whether the work you`re doing is within your job description or under someone else`s control. If so, you probably won`t own the copyright. In any case, an assignment or license of copyright is always expressly linked to the full payment of the compensation to which you are entitled under the contract. It is very important to make sure that your copyright is not legally transferred until you have been paid. If a copyright assignment or license is not related to payment, the courts have ruled that the copyright has already been effectively transferred at the time the contract is entered into. This does not allow you to claim that continued use of your artwork without payment constitutes copyright infringement. Instead, your only recourse is a breach of contract claim to get the fees paid. Unlike copyright infringement, infringement does not entitle you to an injunction to prevent further use of your work, legal damages, or attorneys` fees (see Legalities #1, subtitle: Register your copyright!) So, if you condition the assignment of copyright or license on full payment, make sure you are in the best negotiating position in case your client does not pay you. When working with an individual, the company may include a WMFH clause, but add language stating that the creator is a statutory employee solely for workers` compensation, disability, and unemployment insurance purposes, and is not otherwise an „employee.“ While not determinative, it would be a factor that a court or agency would consider when determining employee status for other purposes. In addition, the Company may declare that the Entrepreneur retains certain limited rights in and from copyright in order to avoid Article 3351.5 (c) and Cal.

Emp. In. Code § 686 – both claim to apply if the customer acquires ownership of all rights contained in the copyright. For example, if the contractor retains a certain degree of ownership of the work (e.g., B a licence to reproduce the commissioned work for non-commercial advertising purposes), paragraphs 3351.5(c) and 686 would likely not apply. Since the risk associated with using an assignment instead of a WMFH clause is therefore limited, assignment is the employer`s best option to take possession of the necessary rights. However, in order to maximize their intellectual property rights and options, many employers draft independent contractor agreements that include both a WMFH clause and an assignment clause, the latter being triggered when the work in question is not considered work for rental. This approach does not take into account a significant disadvantage of using the term „work for hire“ that can cause unexpected problems for employers. (3) Your contract with your client expressly states that your work is a „commissioned work“. Commissioned work can also be considered as commissioned work. However, to be eligible, a commissioned work must be specified as a commissioned work either under contract or in another written form, and the work must fall into one of the following categories: (i) a contribution to a collective work, (ii) part of a feature film, (iii) a translation, (iv) an additional work, (v) a compilation, (vi) a teaching text, (vii) a text, (viii) response documents for an essay, or (ix) an atlas.

Keep in mind that an „employee“ does not need to be a formal employee for the purposes of this test, although it certainly simplifies the analysis. Someone can be considered an „employee“ as long as they fall under the general principles of the agency (i.e. the right to control the person and the work). However, a true independent contractor is not considered an employee. The first and third requirements are usually met together. A well-formulated written agreement that „expressly orders or commissions“ a work should also include language that identifies the work as a „commissioned work.“ This written agreement will often take the form of an „independent contractual agreement“ or a „service contract“. In fact, companies should already enter into independent contractor agreements to cover important issues such as compensation, quality of work, delivery schedule and remuneration. There are two ways to consider a work for hire: (1) if it was created by an employee in the course of his or her employment, and (2) if it is commissioned by another party, provided it meets certain criteria.

Under the U.S. Copyright Act of 1976, 17 U.S.C§ 101 et seq. („the Act“), if the agreement on the ownership of these created documents is silent (or if there is no such written agreement), ownership will be transferred to the Contractor and will not pass to the Employer. 17 U.S.C§ 203. In such situations, all is not lost, as the relevant case law makes it clear that the employer could continue to use the materials under an implied non-exclusive license and that the license would be irrevocable since it was supported by consideration. Asset Marketing Systems, Inc. . . .