Intellectual Property Lawyers for Las Vegas, Nevada

Hello, I'd be glad to review the details of the trademark assignment and confirm it properly transfers ownership of your trademark. As a trademark attorney, I have helped clients in similar situations both draft trademark assignments and record them with the USPTO to ensure that the trademark reflects the right ownership information. I would be happy to have a brief free 15 minute consult call to learn more details and see how I can help. Thanks for your consideration. Best, Roman rvayner@vaynerlegal.com 414 628 9099 www.vaynerlegal.com

The terms of your specific agreement are the most important factors to consider. In general, an invention assignment agreement usually means that an employee gives the company any ideas or inventions they come up with while working. The rules can vary by agreement, but they often cover ideas made during work hours, using company resources, or related to the company’s business. In Texas, an agreement can apply to inventions made outside of work hours if they’re related to the company’s business or came from work the company assigned. In one case, the agreement said the employee had to give up all inventions made during or after regular work hours, whether on or off the job, if they were related to the company’s business or came from work the company assigned. Usually, an invention assignment agreement doesn’t apply to ideas that aren’t related to the employee’s job unless the agreement says otherwise. In Atlas Brick Co. v. North, 2 S.W.2d 980, the court said that the title to an invention wouldn’t belong to the employer unless the agreement said that ideas made and perfected under the employee’s contract of employment belong to the employer. Also, if a discovery is made outside the scope and purpose of employment, it belongs to the employee unless there’s an agreement to give up such inventions to the employer. So, it all depends on the terms of the invention assignment agreement. In the case of Halliburton Energy Servs. v. Axis Techs., LLC, the agreement required the employee to turn over all materials related to inventions created during employment, making them the company’s property. But, if the agreement doesn’t cover certain inventions or if the inventions are made outside the scope of employment without using company resources, the employee might still retain ownership.

Since the user uploaded copyrighted material to your website without your knowledge, generally you will not be automatically liable under the DMCA “safe harbor” provision. As you have already removed the content, make sure that your site has a published DMCA policy and that you have registered your designated agent with the U.S. Copyright Office. Generally, if you have everything in place, most of these matters are resolved without ongoing liability. Feel free to reach out if you need guidance on setting up a policy and agent registration.

Here’s how I’d approach structuring an Employee IP Agreement if your goal is to protect your company’s intellectual property without running into enforceability issues under U.S. law. Covering Core IP OwnershipCovering Core IP Ownership First, start with a “work made for hire” clause. It’s a good foundation, but it’s not enough on its own. Under U.S. copyright law (17 U.S.C. § 101), only certain types of work qualify as “made for hire,” and many employee-created assets may fall outside that definition. So you’ll want to pair it with a present-tense assignment clause. Be specific here. Use language like “the employee hereby assigns” rather than “will assign.” That slight shift matters. It ensures the company owns the rights immediately when the work is created. Also, define “intellectual property” broadly. Don’t just list patents or source code. Include software, algorithms, documentation, trade secrets, databases, and anything tied to your business. The scope should clearly include anything created during work hours, using company tools or systems, or connected to your current or future business operations. Disclosure and Documentation You’ll want to require employees to promptly disclose any inventions or creative works they produce. Put it in writing. This gives your company the chance to evaluate whether the work is covered under the agreement. It’s also a good idea to require them to maintain proper documentation. Accurate records can make a real difference in patent filings or if a dispute ever comes up. Pre-Existing IP and Legal Carve-Outs There should be a section where employees list anything they’ve developed or own before joining the company. If they don’t list anything, the agreement should include language confirming they’re representing that no such prior inventions exist. This prevents claims down the road that something developed during employment was actually theirs from before. Now, depending on your state, you may need to include statutory carve-outs. California, Illinois, and Washington all have laws that limit how far IP assignment clauses can go. For example, in California, you’re required to carve out inventions developed entirely on the employee’s own time, without company resources, and unrelated to your business (see California Labor Code § 2870). Without that carve-out, your entire assignment provision could be thrown out. Confidentiality Obligations Make sure there’s a strong confidentiality section. This should cover source code, technical documentation, designs, product plans, customer lists, financial data, and anything else proprietary. Make it clear that the obligation continues even after the employee leaves. You’ll also want to require that all company property and digital assets are returned at the end of employment, including devices, credentials, and files. Ongoing Cooperation and Enforcement Mechanisms Include a clause requiring employees to cooperate in IP protection efforts even after they leave. That could mean signing patent paperwork or providing testimony if needed. To make that enforceable, add a power of attorney clause. This gives the company the authority to act on the employee’s behalf if they’re unwilling or unreachable. It’s a simple way to prevent delays when you’re trying to secure or enforce rights. It’s also smart to include a waiver of moral rights where allowed. This is especially useful for creative works and software. It gives the company full freedom to modify or use the work without needing future approval. Legal Remedies and General Terms Be clear that the company can pursue equitable relief, like an injunction, if there’s a violation. Sometimes monetary damages aren’t enough to prevent harm. Include a severability clause so that if one part of the agreement is invalidated, the rest still stand. Don’t forget to specify the governing law and venue for any disputes. As for restrictive covenants, keep in mind that non-compete clauses are unenforceable in California and heavily restricted elsewhere. Non-solicitation clauses may still be allowed, but they need to be narrowly written. You should have your legal team confirm their enforceability based on your state. Finally, think about consideration. For new hires, the job offer itself usually counts. But for existing employees, you’ll likely need to offer something extra, like a bonus or promotion, to make the agreement stick.

When you're reviewing a Developer Agreement, it’s really important to make sure it covers the basics while also protecting your rights and interests. Here’s a breakdown of what you should look out for in plain terms: Hello! My name is Dolan and I am happy to help. First off, the agreement should clearly describe the scope of work (often called the "SOW") This means it needs to explain exactly what you're expected to do, including the features or functionality of the app, the timeline for delivery, and any milestones. Make it specific. It has to be clear what is defined as intellectual property and then who owns it. Compensation is another big one. The agreement should spell out how much you’re being paid, whether it’s a flat fee, hourly rate, or based on milestones. I Confidentiality clauses are pretty standard, but you’ll want to make sure they don’t go overboard. Termination clauses are also super important. These should say under what conditions either of you can end the agreement. Make sure that if the company decides to end things early, you’ll still get paid for the work you’ve done up to that point. We can always draft these things for you or look over what you've drafted. Best of luck! Dolan