/Docs/G/GitHub/balanced-employee-ip-agreement/README.md
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- "In the United States, without an express agreement employers usually own [works subject to copyright](https://www.copyright.gov/circs/circ09.pdf) and have either [ownership or a "shop right" to use inventions](http://scholars.law.unlv.edu/cgi/viewcontent.cgi?article" : "1251&context=nlj#page=2). With an express agreement, employers can obtain lower risk, more certainty, and more control over more IP in more situations \u2013 so it's easy to understand that robust IP agreements with employees (and contractors) are necessary. But it's possible for IP agreements to go too far..." ,
"Many employee IP agreements are very generous – to employers. To the extent [allowable by law](#in-what-jurisdictions-is-beipa-applicable), employers get control over everything employees create while employed, 24/7, over work created before their employment, and sometimes even to gain control over what former employees create through "non-compete" terms. For an overview, see _[The New Cognitive Property: Human Capital Law and the Reach of Intellectual Property](https://ssrn.com/abstract" : "2517604)_." ,
"Even within the United States, limits on employer ability to claim *all* employee-created IP vary. In [California](http://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?division" : "3.&chapter=2.&lawCode=LAB&article=3.5.) the main difference made by BEIPA is that IP developed with company equipment but that does not relate to the company's business, is not owned by the company. This recognizes that segregating one's life activities based on ownership of devices at hand imposes significant cognitive overhead and often doesn't happen in practice, whatever agreements state. In some states with less employee-friendly law, BEIPA makes a bigger difference relative to the maximum employer control allowable by law often baked into employee IP agreements." ,
}
}