[ChuckMcM]

You are probably correct. Although to my credit I made sure the language I offered had been previously litigated. One argument offered was that it was "too much trouble" to have a special employment agreement for me and a different one for everyone else. They really meant "too much more trouble" since there were at least 3 revisions of the agreement between the time I started and the time I left. Interesting to read the revisions though and compare them to lawsuits that had transpired. (kind of a sick hobby of mine)

[gwillen]

That provision of the agreement wasn't the reason I quit, but it was a little rock in my shoe that never went away until I did.

If you add up the total number of people at Google who have complained about that rock, and the number of people who haven't but would if they were prompted, suddenly "too much trouble" looks a little different, IMHO.

[fudged71]

So does google still own all your/employees' off-hours IP?

[gwillen]

That depends on who you ask and how you look at it.

Google has always insisted that it's only IP that's relevant to Google's business. Critics (such as myself) have always retorted that ANYTHING can be construed to be relevant to Google's business.

The only thing that's materially changed in response to complaints, is that there is now a review committee that you can submit projects to, and after some weeks they can grant you permission to keep the IP.

But if Google actually believes that your specific project is related to their business, you're not going to get an approval. For example, all applications for smartphones are explicitly blanket excluded.

[marshray]

A friend recently spoke to his lawyer about an employment agreement, and the advice he got (this is 3rd hand by now mind you) was basically "if the terms are otherwise favorable to you, don't worry about the parts that are clearly unenforceable".

[jacquesm]

Your friend needs a better lawyer.

[ChuckMcM]

I was thinking the same, but really the advice hinges on two things, the first is the term 'unenforceable' and the second is the cost of litigation. In my case I went back and forth with my lawyer on whether or not their wording was enforceable in California and his advice was that given that California is a right to work state, and they explicitly remind you they can fire you for any reason, and disagreeing about ownership isn't protected by the right to work law (like discrimination is), if you're suing them you're not working for them (they will fire you), and if you really think there is a chance that something you might work on in your spare time could be "valuable" than the best thing to do would be to quit. Very unambiguous that.

I found it hard to argue with his logic.

[TillE]

It really depends on the jurisdiction. If very similar clauses have already been tested and thrown out in the appropriate court, then sure, you don't need to worry about them.

If a lawyer is advising you that something is unenforceable, they're probably right.

[marshray]

ISTR this did relate to something very specific about a specific state.