employee intellectual property assignment agreement in cognizant

Complete Guide: Filling Employee IP Assignment Agreement – Cognizant

How to fill employee intellectual property assignment agreement cognizant.

Employee intellectual property assignment agreements are vital documents that protect a company`s interests when it comes to the inventions and works created by its employees. This agreement ensures that any intellectual property developed by an employee while working for the company is assigned to the company and not the individual employee. If you`re an employee at Cognizant, it`s essential to understand how to fill out this agreement correctly to protect your employer`s intellectual property rights. Below, we`ll provide a step-by-step guide on how to fill out the employee intellectual property assignment agreement cognizant.

Step 1: the Agreement

Before filling out the agreement, it`s crucial to understand its purpose and implications fully. Take the time to read through the document carefully and consult with an attorney if you have any questions or concerns. The will ensure that are aware of obligations regarding property during your at Cognizant.

Step 2: Provide Accurate Information

When filling out the agreement, it`s essential to provide accurate information about yourself and your role at Cognizant. That legal name, title, and are stated in the Providing information help avoid any disputes or regarding the of property in future.

Step 3: Disclose Prior Inventions

If you have any prior inventions or intellectual property that you have developed before joining Cognizant, it`s crucial to disclose these inventions in the agreement. To disclose prior property in the agreement.

Step 4: Legal Advice

Filling out employee intellectual property agreement be especially if have or about its terms. advisable to legal advice from an with in property law. An can review the and that your are while with Cognizant`s requirements.

Filling out an employee intellectual property assignment agreement with Cognizant requires careful attention to detail and a thorough understanding of its implications. By the steps above and legal if you can that the is and in with Cognizant`s Remember, agreement is to both you and by defining ownership of property during your employment. Take time to fill out agreement and to any disputes in future.

Employee Intellectual Property Assignment Agreement

This Employee Intellectual Property Assignment Agreement (the “Agreement”) is into between Cognizant (the “Company”) and the employee (the “Employee”) with effective date of _____________ (the “Effective Date”).

In of the Employee’s employment with the Company and the paid, the of which acknowledged, the agree as follows:

IN WITNESS WHEREOF, the parties have executed this Agreement as of the Effective Date.

Top 10 Legal Questions About Filling Employee Intellectual Property Assignment Agreement with Cognizant

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Drafting Employee Work Made For Hire and IP Assignment Clauses | Practical Law

Drafting Employee Work Made For Hire and IP Assignment Clauses

Practical law legal update 6-523-4246  (approx. 4 pages), work made for hire and assignment.

• Secure an actual conveyance of the employee's rights.
• Minimize the risk of a successful challenge to the employer's rights at a later date.
• A further assurances clause in the event the employer finds it necessary or desirable for the employee to execute additional documents or assist the employer in its efforts to enforce the IP rights against third parties.
• A grant of power of attorney to the employer for the purpose of executing any documents and undertaking appropriate actions, if, for example, the employee is unavailable or uncooperative.

State Law Limitations

• Relate to the employer's business.
• Result from any work performed by the employee for the employer.

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Employee proprietary information and inventions assignment agreements: what they do, and what could happen without them

The typical onboarding process for a new employee at nearly all companies in most industries includes a requirement for the employee to sign an agreement regarding confidentiality and ownership of inventions, copyrights and other intellectual property.  This article explains the purpose of such an agreement and consequences that result from a failure to have such agreements signed by each employee.

What is a PIIA?

The agreement goes by many names, but tech-savvy companies often refer to them as PIIAs (or ''Pee-as'' for short). PIIA is the acronym for the most common name for these agreements, ''proprietary information and invention assignment'' agreements.  The typical form of agreement addresses two main areas: confidentiality and ownership of intellectual property. 

The agreement requires that an employee maintain the employer's non-public and proprietary information confidential and contains language similar to what you would see in a non-disclosure agreement ( see more about non-disclosure agreements ). 

The agreement also requires that the employee agree that whatever the employee creates, discovers, develops or invents while employed with the company is owned by the company. Companies that are in the business of developing products or technology that are protectable by copyright (as is the case with most software companies) can rely on the work for hire doctrine under US copyright law, which automatically gives the employer ownership of copyrights in works of authorship ( eg , software, manuals and documentations) written or prepared by an employee within the scope of his/her employment. The work for hire doctrine, however, does not apply and ownership is not automatically vested in the employer in the case of other intellectual property rights, most notably in the case of patents (see our article providing an overview of  intellectual property rights and a more detailed discussion about  copyrights and  patents ). 

Therefore, the PIIA is the employee's agreement that everything created by the employee for the employer is owned by the employer, and if the employer needs the employee to do anything or sign any document to confirm that the employer owns all the rights in the intellectual property developments, the employee agrees in the PIIA to do so.

PIIAs will also often include non-solicitation clauses and, for those employees working in states where non-competition clauses are enforced, the agreement may also include a non-compete clause (see our article discussing  non-solicitation and non-competition clauses ).

Does the company really own everything the employee creates?

If an employee can show that he or she created intellectual property on their own time and without the use of any of the employer's facilities, equipment, supplies or trade secret information and if the intellectual property did not relate at the time of development to the employer's business or actual or anticipated research or development, then the employee would continue to own such intellectual property. 

In some states, such as California, Washington, Texas and Illinois, this exception is expressed in a statute that requires that the PIIA include a notice of the exception.  Such statutes favor the employer in that the burden of showing the exception applies is typically on the employee.

What happens if I don't have my employees sign PIIAs or if the PIIAs don't include all the bells and whistles?

Whenever a company goes through a financing, whether it is a seed round or an institutional VC round, or if the company is going to be acquired, the investors or acquirer will conduct due diligence. One of the issues that they will review is whether or not all the employees have signed PIIAs and whether or not those PIIAs require employees to assign to the company ownership of all intellectual property rights to developments created by the employee. Investors and acquirers want to make sure that the company owns its intellectual property, products and technology. 

Depending on where the company is in its lifecycle, the due diligence may focus on all employees, former and current, or it may just focus on the former and current employees that have been involved in research and development or engineering activities. (The failure of the company to obtain a PIIA from an employee strictly in an administrative capacity will generally not create a material issue). If due diligence identifies a problem with the PIIAs, or reveals that PIIAs were not signed, investors and acquirers may require that the company obtain signed PIIAs (or the equivalent) after the fact, which may necessitate the company having to pay the employees something in exchange for signing the agreement so that it is binding or, worse yet, give a former employee leverage to ask for something more. Giving someone leverage on the cusp of a financing or an acquisition may not end well for the company.

While PIIAs may seem like a routine document that is available from numerous online sources, it is essential that an employer have a form of PIIA that includes provisions that is enforceable and current and will withstand scrutiny from investor and acquirer's counsel. If you have questions about your form of PIIA, or if you want to make sure that you have forms of PIIA that will be enforceable for your employees wherever they may be located, within or outside the United States, please contact a member of our Technology, Data and Commercial practice .

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Intellectual property assets are the lifeblood of many businesses today. No employer wants to see those assets walk out the door when an employee leaves. Employee invention assignment agreements are one crucial tool for protecting intellectual property, but the laws governing them contain traps for the unwary. If the agreement is too narrow or ambiguous, it may allow inventions to slip away. Further, if the agreement fails to include certain provisions, it may be invalid in certain states.

The two most significant forms of employee-created intellectual property are patentable inventions and copyrightable works. The default rules for these creations are polar opposites. While copyrights are presumptively property of the employer, inventions are presumptively property of the  employee.  Invention assignment agreements are therefore necessary to ensure the employer obtains all of the rights to the greatest possible scope of its employees’ creations.

At least nine states have enacted statutes governing employee invention assignment agreements. Seven of those states – California, Delaware, Illinois, Kansas, Minnesota, North Carolina, and Washington – have nearly identical requirements. For example, California Labor Code § 2870 provides:

Any provision in an employment agreement which provides that an employee shall assign, or offer to assign, any of his or her rights in an invention to his or her employer shall not apply to an invention that the employee developed entirely on his or her own time without using the employer’s equipment, supplies, facilities, or trade secret information except for those inventions that either: (1) Relate at the time of conception or reduction to practice of the invention to the employer’s business, or actual or demonstrably anticipated research or development of the employer; or (2) Result from any work performed by the employee for the employer.

The California statute and others also typically require the employer to notify the employee that the invention assignment agreement does  not  apply to an invention that does not qualify as the employer’s invention under the statute.

Making matters even more complicated, Nevada and Utah have unique variants of these statutes. Nevada Stat. § 600.500 makes patentable inventions presumptively the property of the employer. Utah Code § 34-39-1, et seq., by contrast, creates clear lines between “employment inventions” that are owned by the employer and inventions created on an employee’s own time that are not.

As a general rule, invention assignment agreements should be drafted to include language that mirrors the requirements of the seven states identified above because that will ensure the agreement is enforceable in those states and most others. Variations can be drafted for Nevada, Utah and any other states that may enact unique restrictions.

Agreements should also be drafted to encompass the widest range of intellectual property possible. In addition to inventions, conceptions, discoveries, improvements, and original works of authorship, the agreement should include an assignment of “know-how” and “ideas” learned or created by the employee while employed.

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Intellectual Property Assignment Agreement

Nov 2, 2022

An intellectual property assignment agreement is an agreement to transfer intellectual property from one person or company to another.

What is an Intellectual Property Assignment Agreement?

An intellectual property assignment agreement is an agreement to transfer intellectual property from one person or company to another. The agreement may also be referred to as an intellectual property transfer agreement, an IP assignment agreement or an IP transfer agreement.

When should you use an Intellectual Property Assignment Agreement?

An intellectual property assignment agreement should be used whenever transferring the rights in intellectual property ( IP ). There are a number of situations where you may need to do this. The most common for SMEs is where an individual has done work for a company as a consultant without using a consultancy agreement with the result that the consultant and not the company, owns the IP in the work. It is also necessary to transfer IP where founders create IP before incorporating or being employed by a company and, as a result, title to the IP vests in the founder.  

Why is an Intellectual Property Assignment Agreement important and why should you use it?

Investors in early stage companies will often require the company and key employees to give warranties confirming that the company owns all material IP used by the company. Any IP not owned by the company will need to be transferred to the company before the investment is completed. Failing to transfer the IP can materially impact the valuation of the company or, in extreme cases, lead investors to pull out of the transaction.

It is necessary to use a written agreement for an assignment of certain types of IP (such as copyright) to be effective. Further, it is important to ensure that the agreement is an enforceable contract. For the contract to be enforceable there must be some form of consideration paid in exchange for the IP. The amount of consideration payable will depend on the situation in which the IP is being transferred. If a consultant or founder is transferring IP that should have been owned by the company, the consideration should be a nominal amount, e.g. £1, which is deemed to have been received by the assignor (note that some form of consideration is required for the agreement to be an enforceable contract). The IP can, however, be transferred for valuable consideration or as part of an asset sale.

An IP assignment will also include warranties to confirm that the assignor is the owner of the intellectual property being transferred and that the assignor has the right to transfer the intellectual property. Transferring intellectual property without these assurances means that your company will have limited or no recourse should it transpire that the assignor did not own or have the right to transfer the intellectual property.

What are the common pitfalls of an Intellectual Property Assignment Agreement?

Where possible, it is important to clearly describe the IP being transferred. IP by its nature is not physical so failing to accurately describe the IP can result in disputes about what has been transferred. 

Further, there are several different types of IP (copyright, patents, trade marks and designs). Certain IP rights can also be registered. Depending on what is being transferred it may be necessary to take additional steps to perfect the transfer (for example notifying the appropriate register of the transfer). The agreement should include a requirement that the assignor takes the necessary steps to perfect the transfer and specify which party is required to pay any associated costs (such as registration fees).

In addition where copyright is being transferred, the assignor should also ensure that the assignor waives their moral rights (such as the right to attribution) in respect of the copyrighted work.

Disclaimer: Please note: Pocketlaw is not a substitute for an attorney or law firm. So, should you have any legal questions on the content of this page, please get in touch with a qualified legal professional.

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Intellectual Property Assignment Agreement: A Comprehensive Guide for Your Business

LegalGPS : August 2, 2023 at 8:43 AM

Hello there, entrepreneur friend! Today let’s have that coffee chat about Intellectual Property Assignment Agreements. If you're thinking "what's that?" or "why do I need it?" then this is the perfect starting point for you. In today's competitive business world, protecting your intellectual property (IP) is more crucial than ever.

What is An Intellectual Property Assignment Agreement?

An Intellectual Property Assignment Agreement is a legal document that ensures the transfer of an inventor or creator's rights to another person or company. Essentially, it’s a legal way of saying "what’s mine is now yours". These agreements are often used in situations involving startups, company buyouts, or employees creating new works or inventions during their jobs - situations a lot of entrepreneurs find themselves in.

Let's break that down a touch more:

Defining the Purpose

The IP assignment agreement's primary purpose is to help your business prevent future disputes regarding IP ownership. When all parties are clear on who owns the intellectual property, it prevents a whole host of potential issues.

Believe me, the last thing you need or want as an entrepreneur is a legal dispute over who owns an idea, an invention, or any creative output.

And that's where this agreement steps in: it provides legal proof that the ownership has been transferred. So, if ever challenged, you can show the agreement and say "See, it’s mine!" .

Key Elements to Consider for a Properly Drafted Agreement

When it comes to IP assignment agreements, not just any generic contract will do. It's crucial to understand and include some key elements to ensure you're fully protected.

1. Clarity of Transfer

The agreement must clearly define the scope and extent of the transferred rights. To do this, use precise language that leaves no room for confusion. For example, specify whether the IP rights being transferred are exclusive or non-exclusive and if there are any limitations on how the Assignee can use or sublicense the IP. Here's a suggested format:

"The Assignor hereby assigns to the Assignee, its successors and assigns, [exclusive/non-exclusive] rights, title, and interest in and to the Intellectual Property, subject to the following limitations [if any]:"

2. Definition of Transferred Intellectual Property

This section is where you identify the specific Intellectual Property being assigned. Start by describing the IP type (e.g., copyright, patent, trademark), then provide the necessary details:

For a copyright, include the work title and a brief description.

For a patent, mention the patent number and summarize the invention.

For a trademark, provide the trademark name, registration number, and design details.

Remember, the key is to be as detailed and transparent as possible.

3. Compensation and Payment Terms

Just as with any deal, it's important to be crystal clear about the compensation for transferring IP rights. Make sure you consider the following in your agreement:

The total amount payable

The currency

The payment method (e.g., check, wire transfer)

The payment schedule (e.g., lump-sum, installments)

For example: "In consideration for the assignment of rights, the Assignee shall pay the Assignor a total sum of [Amount] in [Currency], through [Payment Method], payable as follows:"

4. Warranties and Representations

Including warranties and representations in the agreement helps provide confidence to both parties. The Assignor should explicitly declare that they:

Are the sole and true owner of the IP

Have the complete right to assign the IP to the Assignee

The IP does not infringe on any third-party rights

A sample clause might look like this:

"The Assignor warrants and represents that they are the true and lawful owner of the Intellectual Property, have full right and authority to enter into this Agreement, and that the Intellectual Property does not infringe upon any third-party rights."

5. Confidentiality Agreements

A crucial aspect of a well-drafted IP Assignment Agreement is protecting sensitive information about the business and the IP itself. Incorporate confidentiality clauses to maintain a secure environment.

Try a clause similar to this one: "The parties agree to treat all confidential information related to this Agreement as strictly confidential, and to take all necessary precautions to prevent unauthorized disclosure or use of such information."

6. Governing Law and Dispute Resolution

Last but not least, outline which jurisdiction's laws will govern the agreement. Furthermore, state how any disputes will be resolved, such as through arbitration, mediation, or litigation.

A model clause could be: "This Agreement shall be governed by the laws of the State of [State]. Any dispute arising out of or in connection with this Agreement shall be resolved by [method of dispute resolution]."

Drafting Your IP Assignment Agreement

Let's move on to the most crucial part of our discussion: Creating your Intellectual Property Assignment Agreement. This section intends to make it much clearer and more action-oriented. Your aim? To walk away with enough information to begin drafting your agreement. Let's dive in.

Step 1 - Identify the Parties Involved

Start by clearly naming the parties involved in the agreement.

Who is the 'Assignor' (the party transferring the rights)?

Who is the 'Assignee' (the individual or business entity receiving the rights)? Clearly outline their legal names and any other relevant identifying information, like addresses or official business names. It would typically look like this: "[Full Legal Name], referred to as the "Assignor," and [Full Legal Name], referred to as the "Assignee."

Step 2 - Specify the Assigned Intellectual Property

Here, you need to provide a full and exhaustive description of the intellectual property being transferred. Please don't leave room for vagueness or ambiguity - the more specific, the better. For instance, if it's a patent, include the patent number and a detailed summary of what the patent covers. If it's a copyrighted work, offer the title, the form of the work (e.g., a book, software, music), and a short description of it.

Your entry here might read: "The "Intellectual Property" includes, but is not limited to, [detailed description]."

Step 3 - Describe the Transfer of Rights

This section is all about clearly laying out what you're giving up and what you're gaining. Highlight all rights, titles, and interests being assigned from the Assignor to the Assignee. You could list them out just to ensure nothing falls between the cracks.

It’s vital to be as clear and detailed as possible here. You're specifying the extent of the rights transferred. It could be exclusive, non-exclusive, permanent, temporary, how it can be used, if it can be sold, and more.

Here's an example:

"The Assignor hereby assigns to the Assignee, its successors and assigns, all rights, title, and interest in and to the Intellectual Property, including, without limitation, the right to sue and recover for past, present, and future violations."

Step 4 - Detail Compensation and Payment Terms

Now, let's talk about money. In this step, you need to fully detail the financial exchanges. Include the amount of payment, payment format, and schedule (upfront, lump sum, installments). It wouldn't hurt to clearly lay out what conditions, if any, would lead to a return of the compensation.

This clause might look something like:

"For the assignment of rights under this Agreement, the Assignee shall provide compensation to the Assignor in the amount of [Amount], payable [insert payment method and schedule]".

Step 5 - Include Confidentiality Clauses

Especially with IP, you'll want to build in some safety nets. You can include a confidentiality clause that prevents the involved parties from disclosing sensitive information about the IP.

A basic confidentiality clause may read: "The Assignor agrees to keep confidential all non-public information that the Assignee designates as being confidential, not to disclose it to any other people, and not to use it for any purpose other than the discharge of the Assignor's obligations under this Agreement."

Step 6 - Determine Governing Law and Dispute Resolution Process

Finally, specify which state or country's laws will govern the agreement. This is crucial in the case of any future legal disputes. Additionally, include how disputes over the agreement will be resolved - arbitration, mediation, litigation, etc.

Here is an example:

"This Agreement will be governed by and construed in accordance with the laws of the State of [State]. Any disputes under this Agreement shall be resolved by [method of dispute resolution]."

Tips for Avoiding Common Mistakes and Pitfalls

You're now equipped with all you need to draft an agreement. But before you get started, here are some quick tips to avoid any missteps:

Ensure the agreement is detailed and described correctly

Work with a knowledgeable attorney

Review the final agreement carefully before signing

With these, you're set to protect your business's most valuable assets!

In today's competitive business environment, it's imperative to protect your inventions, your creations - your Intellectual Property. If you're still unsure where to start, check out our professional template for Intellectual Property Assignments!

With an Intellectual Property Assignment Agreement in hand, you're ensuring that ownership of these is well established to prevent future disputes. So here's to smoother operations and peace of mind!

Always remember, we're in this together - as you navigate the business world, consider us your legal co-pilot, happy to guide you on your journey.

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Employee Intellectual Property Assignment and Confidential Agreement

You may also be interested in.

This is a sample employee intellectual property assignment and confidentiality agreement, under which an employee, among other covenants, assigns to the company intellectual property such as designs, inventions, improvements, technical information, know-how, technology and suggestions relating in any way to the products or services of the company, which the employee conceives, develops, or contributes to or acquire during the employment period.

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Not an acc member.

Exhibit 10.4

EMPLOYEE CONFIDENTIALITY AND INTELLECTUAL PROPERTY ASSIGNMENT AGREEMENT

This EMPLOYEE CONFIDENTIALITY AND INTELLECTUAL PROPERTY ASSIGNMENT AGREEMENT (the “Agreement”) is made and entered into by and between Sun BioPharma, Inc., a Delaware corporation (together with any subsidiaries of Sun BioPharma, Inc., “Company”), and [NAME] (“Employee”), as of [DATE] (the “Effective Date”). Each of Company and Employee hereinafter may be referred to individually as a “Party” or, collectively, as the “Parties.” In consideration of Employee’s employment with Company, the compensation Employee will earn in connection with such employment, Company providing Employee with access to Confidential Information (as defined below), and other good and valuable consideration, the sufficiency and receipt of which Employee acknowledges, Employee agrees as follows:

Subject to Section 5, Employee agrees that during and after Employee’s period of employment with Company Employee will not, publicly or privately, disparage or defame Company or its Affiliates, or any of Company’s or its Affiliates’ employees, officers, governors, members or agents.

In the event of a breach or threatened breach of any covenant in Sections 1, 2, or 3, Employee agrees that Company will be irreparably harmed, that money damages alone cannot adequately compensate Company, and that Company shall be entitled to temporary and injunctive relief as well as all applicable remedies at law or in equity available to Company against Employee including, if the Company is the prevailing party in an action to enforce the terms of this Agreement, reasonable attorneys’ fees and costs incurred in bringing any action against Employee or otherwise enforcing the terms of this Agreement. Employee further agrees that in any such action, Company shall be entitled to relief without posting any bond or security.

Employee understands and agrees that nothing in this Agreement or otherwise is intended to or will prevent or interfere with Employee’s ability or right to (a) provide truthful testimony if under subpoena to do so, (b) file any charge with or participate in any investigation or proceeding before the U.S. Equal Employment Opportunity Commission or any other federal, state or local governmental agency, (c) engage in any conduct protected under the National Labor Relations Act, or (d) respond to a subpoena, court order or as otherwise provided by law.

[ Signatures on Following Page ]

IN WITNESS WHEREOF, the Parties have executed this Agreement as of the Effective Date first above written.

[ Signature Page to Employee Confidentiality and Intellectual Property Assignment Agreement ]

Intellectual Property Assignment Agreement

Jump to Section

What is an intellectual property assignment agreement.

An intellectual property assignment agreement is a contract that transfers the intellectual property rights (For example, patents, trademarks, industrial designs, or copyrights) from the creator to another entity. The intellectual property rights holder may transfer all or part of their rights. The transfer of intellectual property rights is made upon a payment of a lump sum or royalties.

Employees hired for research and development roles or other technical areas sign intellectual property assignment agreements to assign to the company any ideas, work products, or inventions related to the company business that they may create during their employment.

Common Sections in Intellectual Property Assignment Agreements

Below is a list of common sections included in Intellectual Property Assignment Agreements. These sections are linked to the below sample agreement for you to explore.

Intellectual Property Assignment Agreement Sample

Reference : Security Exchange Commission - Edgar Database, EX-10.12 3 dex1012.htm FORM OF INTELLECTUAL PROPERTY ASSIGNMENT AGREEMENT , Viewed October 24, 2021, View Source on SEC .

Who Helps With Intellectual Property Assignment Agreements?

Lawyers with backgrounds working on intellectual property assignment agreements work with clients to help. Do you need help with an intellectual property assignment agreement?

Post a project  in ContractsCounsel's marketplace to get free bids from lawyers to draft, review, or negotiate intellectual property assignment agreements. All lawyers are vetted by our team and peer reviewed by our customers for you to explore before hiring.

Need help with an Intellectual Property Assignment Agreement?

Meet some of our intellectual property assignment agreement lawyers.

Jason has been providing legal insight and business expertise since 2001. He is admitted to both the Virginia Bar and the Texas State Bar, and also proud of his membership to the Fellowship of Ministers and Churches. Having served many people, companies and organizations with legal and business needs, his peers and clients know him to be a high-performing and skilled attorney who genuinely cares about his clients. In addition to being a trusted legal advisor, he is a keen business advisor for executive leadership and senior leadership teams on corporate legal and regulatory matters. His personal mission is to take a genuine interest in his clients, and serve as a primary resource to them.

With over ten years of intellectual property experience, I’m happy to work on your contractual matter. I am very diligent and enjoy meeting tight deadlines. Drafting memoranda, business transactional documents, termination notices, cease and desist letters, licenses and letter agreements are all in my wheelhouse! Working in a variety of fields, from construction to pharmaceutical, I enjoy resolving any disputes that come across my desk.

Experienced sports and entertainment attorney. I specialize in contracts, business formation, licensing, wage disputes, negotiations, and intellectual property.

Over 30 years of experience practicing commercial real estate and complex business litigation law.

Chia-Fen Y.

Attorney Yu represents clients in business and real estate transactions and has successfully handled more than 200 cases. She has experience in corporate law, including forming legal entities, employment law and workers’ compensation law matters pertaining to wage and hour violations, industrial injuries, misclassifications, and other employment-related torts and contracts. Attorney Yu works with employers to address employee relationship issues, develop effective policies and craft employment agreements. Attorney Yu regularly advises clients on the legal and business aspects of potential investments, ongoing business operations, debt collections, shareholders and partners disputes, business purchase agreements, risk assessment, intellectual property disputes, and potential contract disputes. She regularly handles real estate law matters such as landlord-tenant disputes, lease agreements, buy-sell disputes, title disputes, and construction disputes. She also has substantial experience settling debts, and she drafts, reviews and negotiates settlement agreements. Attorney Yu conducts extensive legal research and provides on-point legal advice to both corporate and individual clients.

Harrison K.

Harrison Kordestani is an executive with over twenty-five years experience in entertainment and media, energy, technologies, and start-ups. Mr. Kordestani has also developed a specialized legal and strategic consulting practice representing select entertainment, oil and gas, mortgage lending, and technology start-up clientele. He is also deeply passionate about new technologies and has also actively worked in building companies in the video-on-demand, wearable tech, information of things, demand prediction and app-marketing spaces. As an attorney, Mr. Kordestani's focus has been on transactional drafting and negotiation and providing ongoing legal counsel, corporate compliance, and contract interpretation to numerous private individuals as well as companies in varied fields.

Abraham's practice focuses on counseling emerging group companies in the technology and other commercial agreements, and assisting equity financings (specifically venture capital).

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Agreements Can Help Protect IP and Ensure Company Ownership of Employee Inventions

Employment contracts may not be enough to guard against improper use of work products.

When an employee creates or conceptualizes an invention during the course of their employment, who owns the intellectual property (IP) rights in that invention — the worker or the company? Absent a specific agreement to the contrary, inventors in the U.S. typically own their inventions, which is why it’s so important to have formal agreements in place to protect company ownership, write April Wurster, Tracy Clements and Shifa Kousar.

Confidential information and inventions assignment agreement (CIIAA) ideally should be executed prior to the commencement of employment. In most states, a new offer of employment is sufficient consideration for a CIIAA agreement. But, because in many states, continued employment is not sufficient consideration, best practice is to have the CIIAA executed before employment begins.

Proactive use of CIIAAs is one of the best ways to address confidentiality and the protection of the employer’s IP. 

Specific definition of confidentiality

The agreement should clearly delineate the type of confidential information covered by the agreement, tailoring definitions to suit the nature of the company’s business and industry. If there is a certain category of information that is particularly sensitive, the company should include that category in the definition of confidential information . In some states, it is unlawful to designate the terms and conditions of employment as confidential information, so consider consulting with legal counsel before doing so.

Companies should also provide notice of the Defend Trade Secrets Act’ immunity provisions,  which include certain whistleblower protections for employees, in the CIIAA.

How to Protect Precious IP From Layoff-Related Insider Theft

2023 has seen dozens of companies issue layoffs, and some predictions call for even more through the end of the year. Aside from a potential loss of institutional memory, companies undergoing a reduction in force also open themselves up to another threat: trade secret theft.

Disclosure and use restrictions for confidential Information

CIIAA agreements should include confidentiality provisions that prohibit employees from disclosing confidential information to third parties during and after employment and that prohibit use, access or copying confidential company information for any purpose except in the performance of the employee’s authorized employment duties. The agreement should specify that employees cannot disclose or use the company’s confidential information for personal gain or to benefit another third party after their employment ends. In some cases, laws may prohibit non-compete clauses, but employment contracts may place restrictions on an employee’s post-employment use of confidential information. These restrictions typically outline the duration and scope of the obligation to maintain confidentiality after leaving the company.

Assignment of proprietary rights

In a CIIAA agreement, the employee should acknowledge that all copyright-protected work prepared by an employee within the scope of their employment constitutes “work made for hire,” as defined in the Copyright Act of 1976 (17 U.S.C. § 101) and is, therefore, owned by the company.

To ensure that work products not subject to the work-made-for-hire doctrine will be owned by the company, the CIIAA may also include a present assignment of all other work products and IP rights created by the employee. 

Further, the CIIAA should include a waiver of all moral rights relating to copyrights in work products created during employment. “Moral rights” typically refers to the right of an author to prevent revision, alteration or distortion of their work, regardless of who owns the work. Moral rights do not apply to work made for hire and are non-assignable but may be waived by the author.

Finally, as a catch-all, the CIIAA should include a present and future assignment of the employee’s entire right, title and interest in and to all work product and IP rights made or conceived during the course of employment.

Pre-existing intellectual property of the employee

It is a good idea to ask the employee to identify any pre-existing IP rights in which the employee may have an ownership interest. Failure to identify any pre-existing IP can also act as a representation and warranty that there is no pre-existing IP in which the employee has an ownership interest. If the employee has pre-existing IP, the CIIAA can include a license to the company to such pre-existing IP to the extent it is used with or incorporated into any work products for the company. 

Third-party IP

Take affirmative steps to prevent the employee from including third-party IP, including IP of a former employer, in any work product created by the employee. One of the best steps a company can take to avoid IP contamination is educating employees about IP contamination during the onboarding process and the importance of not using a former employer’s IP in their current employment.

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The ABCs of CIIAAs: Protecting Employee-Generated IP

Companies seeking to avoid employment disputes and to secure intellectual property rights to their employees’ inventions should make sure that all employees have signed confidentiality and inventions assignment agreements .  These agreements are often referred to as Confidential Information and Inventions Assignment Agreements , or “ CIIAAs ” (sometimes also known as Proprietary Information and Inventions Assignment Agreements, or “ PIIAAs ”). You can generate your own agreement via Cooley GO Docs:  Form of Employee Confidential Information and Inventions Assignment Agreement

Strong CIIAAs should include the following provisions:

Definitions of Confidential Information and IP Rights

CIIAAs should address fundamental questions such as:  (1) What type of confidential information, inventions and intellectual property does the agreement cover, and (2) What are the employee’s obligations and the employer’s rights with respect to such information and IP?  Ideally, you should tailor the definition of “confidential” or “proprietary” information to your particular industry—what is confidential information is likely to differ between, say, software companies and life sciences companies.  At a very general level, confidential information should include all confidential knowledge, data, and information of your company.  Inventions should include all ideas, concepts, materials, processes, data, programs, designs, and copyrightable works, including all intellectual property rights in such inventions, and intellectual property rights include the patents, copyrights, trademarks, trade secrets, mask works and other rights recognized by the laws of any state or country.

Nondisclosure

Confidentiality provisions serve as a cornerstone of a good CIIAA.  A CIIAA should require employees to hold the company’s confidential information in the strictest confidence and forbid them from using or disclosing that information.

Assigning IP:  The Magic Words

To properly protect yourself, your company must ensure that the CIIAA includes an assignment from the employee to the company of any right, title, or interest in the company’s inventions and IP.  The provision should cover inventions created by the employee during his or her employment with the company.  Note that in some states, such as California, an employer cannot require an employee to assign all inventions created during his or her employment.  As a result, in California, the CIIAA should require assignment of those inventions that the employee generates using any of the company’s time or resources, or that fall within the company’s business or research and development.  The key language—i.e., the “magic words”—that we want to see in every CIIAA is the actual assignment by the employee of his or her IP rights to the company, coupled with an agreement to assign in the future (when any such inventions are made, conceived or reduced to practice).  For example, “ I hereby assign, and agree to assign in the future (when any such inventions or intellectual property rights are first reduced to practice or fixed in a tangible medium, as applicable), to ABC Corp. all my right, title, and interest in any inventions made, conceived, reduced to practice, or learned by me, alone or with others. ”

Most CIIAAs contain a “carve-out” provision by which employees list all of their prior inventions (before starting work with your company) that they intend to specifically exclude from their assignment of IP to the company.  You should take a close look—and engage IP counsel as necessary—at what a prospective employee intends to carve out as prior inventions to make sure that there is no overlap between those prior inventions and the type of IP your company is aiming to produce.  You can be sure that prospective investors, acquirers, and the like will be doing the same.  In addition, your CIIAA should grant your company a broad license to any prior inventions that the employee uses in any company machine, process or other work.

Nonsolicitation

All employees should agree to refrain from certain activities that could put your company at a competitive disadvantage in the marketplace.  Specifically, they should agree, during the term of employment and for some reasonable period of time thereafter, not to solicit or encourage any of your employees to leave their employment with your company; hire or engage your employees; or solicit your customers or prospective customers.  You want to protect against former employees using contacts or confidential information they acquired while working for your company to steal your business or goodwill.  Note, an agreement to “not hire” an employee may not be enforceable in all states (as opposed to agreeing to “not solicit” an employee).

Noncompetition

CIIAAs should also prevent employees from engaging in business activities that compete with your company.  At a bare minimum, this prohibition should last through the entire term of the employee’s relationship with the company.  In some instances, you will want the non-compete to extend for a year or more past the employee’s time with the company (going far beyond a year may backfire, because unreasonable durations may be held unenforceable in court).  Beware that covenants not to compete are not enforceable everywhere—for example, they are not enforceable in California except in very narrowly defined circumstances.   State law governs these agreements, and states view non-competes in different ways.  Accordingly, you should consult with employment counsel to make sure you use the appropriate agreement for each of your employees.

Tailoring and Enforcing CIIAAs

Many emerging companies ask how much to vary their CIIAAs, depending on the incoming employee’s role.  For example, a non-compete is likely more important for a CTO than a new secretary.  One approach is to use two different forms—one for use with high level employees, engineers, software developers and other employees who are hired to design or create the company’s products and technologies and another form for use with lower level employees and employees who provide general administrative services.   Most companies, however, have all employees sign the same form.  Bear in mind that you should use different versions of your form agreements which have been vetted by local counsel for use with employees in different states and consult with counsel to determine the optimal approach for tailoring and enforcing CIIAAs to best suit your company’s needs.  Best practice, however, is that once you have developed your form CIIAA, you do not negotiate that form with each individual employee.

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Home Business Assignment Agreement CIIAA

Confidential Information and Invention Assignment Agreement Template

Use our confidential information and invention assignment agreement to protect the work employees produce on company time.

Updated February 5, 2024 Reviewed by Brooke Davis

A confidential information and invention assignment agreement (CIIAA)  protects intellectual property like trademarks and patents, work products, business ideas, and internal processes.

It prevents the loss of this information by unscrupulous competitors or those seeking to claim the idea as their own. A business has the right to protect its intellectual property when it contributes its funds and resources to ideas or inventions, and a confidential information and invention assignment agreement can provide this protection.

What Is a Confidential Information and Invention Assignment Agreement?

When to use a confidential information and assignment agreement, limits on invention assignment agreements, how to write a ciia agreement, is a confidential information and invention assignment agreement enforceable, confidential information and invention assignment sample.

A confidential information and invention assignment agreement is a legal contract that gives an employer certain rights to inventions. These inventions refer to all the work that employees create during their employment with company resources, on company time, and for the company.

This agreement requires the employee to disclose inventions to the employer and “assign” ownership rights of the invention. The document will also state that the employee must assist the employer in obtaining a patent on the invention, when applicable.

You may want to use a confidential information and invention assignment agreement if:

• You own or manage a business and want to protect intellectual property.
• You work in human resources and need to update documents covering intellectual property.
• You want to protect against the disclosure of confidential information related to an invention.
• You want to ensure exclusive ownership of an invention.

There are limitations to what a confidential information and invention assignment can do. Some of these restrictions are placed by state law. For example, California ( California Labor Code § 2870 ) and Washington ( Washington Revised Code § 49.44.140 ) will not enforce an agreement when the invention was created entirely on the employee’s time and if they didn’t use any employer resources to invent it.

This limitation can deal with complicated nuances, but it is essential to understand that this agreement’s provisions must comply with state law.

The burden of proof usually rests with the employee to show they didn’t use company resources or knowledge in making their invention. Showing this proof may be challenging for the employee, so the agreement will likely remain enforceable despite any challenges by the employee.

Follow these steps to write an effective CIIA agreement:

Step 1 – Describe the Invention Assignment

Most contracts will assign intellectual property rights from the employee to the employer. These clauses will precisely define the invention and intellectual property that the company will own.

It should also specify all rights the employee is ceding to the employer . If the employee is to retain a partial interest as part of your agreement, this clarification will also be included here.

Step 2 – Explain the Confidentiality Requirements

This section will explain that any information related to the invention is confidential. It will also warn of the penalties for a breach of confidentiality.

The employee is not permitted to disclose the information except as permitted by the employer or the contract.

Outlining the effect of a breach helps to create an enforceable contract and warn the employee that you are serious. Some CIIA’s may also contain non-disclosure clauses to ensure confidentiality.

Step 3 – Highlight Any Exceptions

Some states require that a confidentiality and invention agreement have exceptions. This usually includes exceptions for employees who did not use company time, intellectual property, or resources in creating their invention.

Failure to include this exception is often damaging to the contract if a state requires exceptions.

Step 4 – Include Non-Compete Clauses

Many CIIAs include non-compete clauses as well. These clauses state that the employee isn’t allowed to enter business in the same industry for a certain period after leaving the company.

This clause prevents an employee from taking inventions they’ve made during their employment to another competitor or using them in a business of their own.

Non-competes have particular legal requirements in many jurisdictions to be enforceable. In certain professions, a non-compete may be against public policy and unenforceable. Make sure that an attorney analyzes your agreement to ensure it’s enforceable.

Step 5 – State the Duration of Agreement

The contract must explain when the employee’s inventions will become the company’s property. Many clauses explain how this will happen automatically at a particular time or the commencement of a specific event.

This is usually when the company employs the employee and can extend the employment for a certain period.

Step 6 – Provide the Governing Law

Provide the name of the state that will govern the agreement . If an issue arises in the future, you can refer to that particular state’s laws for guidance on how to proceed.

A properly drafted CIIA agreement is legally enforceable. It’s a contract between the employee and the employer and must comply with your state’s general contract requirements. It should typically include:

• Clear terms of the agreement
• Mutual acceptance of the terms
• An offer and an acceptance
• Consideration for the contract

CIIA agreements, in particular, must meet your state’s specific legal requirements. Different jurisdictions may require certain elements to enforce the confidentiality & invention assignment agreement.

This sample CIIA template can help you get started on drafting your own. Download it below as a PDF or Word File:

Related Documents

• Copyright Infringement : Use this document to warn violators who are copying, stealing, or imitating your original work that you will take legal action unless they stop.
• Trademark Infringement Cease and Desist Letter : Use this document to let offending parties know they are violating your trademark.
• Employee Non-Disclosure Agreement : An employee NDA is used to make sure employees don't use or make public information learned while working through the company.
• Interview Non-Disclosure Agreement : Protects your company from any disclosure of information made to a candidate who applies for a position.
• Mutual Non-Disclosure Agreement : An agreement written to protect both parties entering into the agreement.
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The document above is a sample. Please note that the language you see here may change depending on your answers to the document questionnaire.

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Employee’s Rights to Intellectual Property

Copyright – works created by an employee in the course of employment, copyright – works created by an independent contractor, patents – inventions made in the course of employment, steps to take when hiring an employee, steps to take when hiring a contractor.

If you would like our help with your particular situation or have general question regarding employee or employer ownership of intellectual property, please contact us for a complimentary and confidential initial telephone appointment with a member of our team.

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Patent Assignments in Employment Agreements – a Sometimes Overlooked, but Always Important Component

• November 16, 2021

By: Peter C. Lando and Thomas P. McNulty

With assistance from summer intern Tyler Gruttadauria

Businesses, of course, have a strong interest in owning intellectual property created by their employees. Intellectual property—patents, copyrights, and other confidential and proprietary information including trade secrets—is often the most valuable asset a business can own, so it is important to ensure that employee developments and inventions belong to the employer. In the United States, inventions presumptively belong to the inventor, and any transfer of ownership (“assignment”) must be in writing to be effective. Rather than requiring employees to sign assignment agreements for each patent application filing, employers sometimes rely on employment agreements and handbooks to establish ownership in intellectual property created by an employee. Employers often provide employment agreements with assignment clauses that are intended to give the employer rights in inventions made by the employee during the period of employment. These assignment clauses are often treated as mere boilerplate, yet the precise wording of these clauses can have major impacts on the effectiveness and limitations of any assignment.

Ensure that you have an Assignment and not a mere promise to assign

When drafting an agreement to have an employee assign future inventions, it is vital that the language used in an assignment clause states a present-tense, actual assignment. Phrases such as “hereby assign,” “agrees to grant and does hereby grant,” or that inventions “shall belong” to the employer and employee “hereby conveys, transfers and assigns” have been deemed by the courts to be effective to transfer ownership of a future invention without the need for any subsequent agreement. Ownership effectively transfers immediately, once the invention has been made. Assignment clauses that use future tense language, on the other hand, generally will require an additional agreement to result in a transfer of ownership of the invention, and any intellectual property (“IP”) covering the invention. Terms such as “will assign,” “agree to assign,” “will be assigned,” and the like, have been found by numerous courts to constitute nothing more than a promise or contract to assign an invention in the future, but not to serve as an actual assignment.

In addition to the wording used in the assignment clause, the language of any carve-outs should also be scrutinized. Agreements may contain a carve-out clause to exclude a new employee’s prior inventions from being assigned, or to prevent assignment of inventions unrelated to the employee’s work from being swept into the assignment provision. A broad, non-specific carve-out clause may prevent an employee agreement from automatically assigning inventions of that employee, even where the assignment clause includes the proper “hereby assign” type of language, because this leaves open the possibility that an invention is not subject to the assignment clause. This contrasting language may create an ambiguity in the employment agreement that subjects it to construction under state law, which in turn may allow for the employee to introduce extrinsic evidence, such as conversations that took place during employment negotiations, to defeat the automatic assignment. While patent assignment provisions are governed by Federal Circuit law, resolution of contractual ambiguities is governed by state law, which varies considerably regarding the admissibility of such extrinsic evidence.

Failure to obtain an automatic assignment can have negative consequences

An assignment clause that is deemed ineffective to automatically transfer ownership of an invention can create significant problems for an employer. In such circumstances, a business would not have standing to bring a patent infringement suit until it has taken the necessary steps to obtain a valid assignment. This may require the filing of a breach of contract claim against the employee to require fulfillment of the contractual obligations, including execution of assignment documents. In the interim, infringers could continue practicing the invention; and if the infringing activity has gone on long enough, the six-year statute of limitations may prohibit full recovery of damages. Further, if an inventor/employee has made only a promise to assign, and instead transfers ownership to a third party who lacks knowledge of the assignment obligation, that second transfer of ownership may well prevail, leaving the original employer with no exclusionary rights at all.

Ineffective assignment provisions can affect more than just litigation. Businesses and investors typically conduct IP due diligence when entering into transactions involving the investment in or sale of IP assets, company divisions or entire entities, and any weaknesses in assignment provisions may affect the perceived value of the IP assets and/or business being considered.

Do not count on the “Hired-to-Invent” doctrine to result in ownership of employee inventions

Some employers do not require employees to sign an agreement containing an assignment of inventions because they believe that they automatically own inventions that they paid someone to create. Under the “hired-to-invent” doctrine, this will only occasionally be correct. Employees or contractors hired (and paid) specifically to create a particular invention or to solve a particular problem may be deemed to have implicitly assigned their rights in the invention to the employer. This is a highly fact-based determination, however, and applies only to inventions created in response to the specific thing the employee was hired to do. A mere title of “researcher” or even “inventor” will not, standing alone, suffice to ensure ownership of inventions by the employer. Further, until a court has ruled one way or the other, an employer relying on this doctrine will not have any certainty in its rights to the invention. Should the court rule against the employer, it would lose the exclusionary rights it believed it possessed and may face an infringement lawsuit from the employee or anyone to whom the employee may have assigned the invention/patent rights.

Absent an effective assignment, an employer may obtain limited “shop rights” in inventions made using the employer’s time, materials, facilities or equipment. Shop rights take the form of an implied license to practice the invention, precluding the employee from obtaining damages or injunctive relief on a patented invention. Shop rights are limited, however, and do not allow the employer to prevent others from competing by practicing the invention. Further, shop rights cannot be transferred via license or assignment, effectively devaluing the IP assets and, perhaps, the company.

Other Considerations

In addition to having the proper “hereby assign” language, employment contracts should ensure that inventions , rather than just patents or patent applications, are subject to the assignment clause. Language stating that all inventions, improvements, discoveries, and the like, whether or not patentable or copyrightable, are subject to the assignment, ensures that information that could be protected through other regimes, such as trade secrets, automatically become the property of the employer.

Intellectual property has taken on an ever-increasing role in determining the value of a business. A company’s ability to develop and protect its intellectual property is a key factor in its future success. Given this, it is important that businesses recognize that assignment provisions of employment agreements are not mere boilerplate, but instead may be one of the most important legal provisions that ultimately can impact not only an employment arrangement, but the value of the business itself.

• Peter C. Lando
• Thomas P. McNulty

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Intellectual property assignment agreement template

Create and automate intellectual property assignment agreements more efficiently with this free template.

Securing intellectual property rights is crucial for innovators and businesses. Use this free intellectual property assignment agreement template to safeguard your innovations.

Intellectual property (IP) is a valuable asset for businesses, and ensuring its proper transfer and assignment is vital for both the assignor and the assignee.

So, what is an intellectual property assignment agreement? Why is it important, when should you use one, what should it encompass, and how can you manage them efficiently? Let's dive in.

What is an intellectual property assignment agreement?

An intellectual property assignment agreement is a legal document that facilitates the transfer of IP rights from one party (the assignor) to another (the assignee). This could relate to various forms of IP, including patents, trademarks, copyrights, and trade secrets. 

The agreement delineates the terms and conditions under which the IP rights are transferred, ensuring clarity and protection for both parties involved.

How does an intellectual property assignment agreement work?

Once both parties sign the intellectual property assignment agreement, it becomes legally binding. This means that the assignor relinquishes their rights to the specified IP, and the assignee becomes the new owner. 

The agreement should clearly define the IP being transferred, any compensation involved, and the responsibilities of both parties post-transfer.

When do you need an Intellectual Property Assignment Agreement?

Such agreements are essential when:

• A business acquires another company and its assets, including IP.
• An employee or contractor develops an invention or work while under employment and transfers the rights to the employer.
• A business wants to secure rights to a specific IP before commercializing or licensing it.

What should an intellectual property assignment agreement template include?

Identification of parties. Clearly state the assignor and assignee, including their legal names and primary business locations.

Description of the IP. Detail the intellectual property being transferred, ensuring clarity on its scope and nature.

Compensation. Specify any payment or consideration for the IP transfer.

Warranties and representations: The assignor should confirm they own the IP and have the right to transfer it.

Confidentiality. If the IP contains confidential information, this section ensures both parties maintain secrecy.

Liability limitations. Define any limitations on liabilities for both parties.

Termination. Conditions under which the agreement can be terminated should be outlined.

Dispute resolution. Detail the mechanisms for resolving potential disagreements, such as arbitration or litigation.

Governing law. Specify the jurisdiction governing the agreement.

Miscellaneous provisions. Any other terms and conditions pertinent to the agreement.

Traditional intellectual property assignment agreement management process

Managing intellectual property assignment agreements can be cumbersome, especially when relying on traditional methods. Typically, teams:

• Draft the contract in Microsoft Word or Google Docs
• Send the contract for internal review via communication platforms
• Share updated versions with counterparties via email
• Negotiate with redlines in Word
• Convert it to a PDF
• Move it into an eSigning tool
• Upload a copy of the executed contract to a shared drive

This process is repetitive and can be streamlined with modern contract management platforms like Juro. With Juro, you can automate the entire process, from drafting to signing, ensuring efficiency and accuracy.

Automating Your Intellectual Property Assignment Agreement

With platforms like Juro, you can:

• Use automated contract templates .
• Implement conditional logic for specific clauses.
• Integrate with other platforms for seamless data transfer.
• Use bulk actions for mass contract generation.
• Negotiate directly on the platform.
• Utilize built-in eSignature features.
• Store and manage contracts securely in a centralized repository.

Intellectual property is a valuable asset, and its proper assignment is crucial for businesses. By understanding the intricacies of intellectual property assignment agreements and leveraging modern tools, you can ensure a smooth and efficient transfer process.

If you're interested in streamlining your contract management process, book a personalized demo with us today.

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What is an employee intellectual property agreement?

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Last updated : Aug 16, 2022

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hello people welcome to this video in this video we'll be talking about the pre-joining formalities in cognizant after completing the background verification process we all know that we have to go through this process and in this pre-joining formalities we have around 18 firms to fill so as there are 18 firms and if i cover every 18 firms or each and every 18 firms in this single video then this video is going to be a long one so i have divided this topic into three videos or three part and this is the first one and in this part one of this video i will give information about first six to seven forms and these are the forms that you can see in your screen that i will discuss in this part one video and you can find the part two and part three video link in my description and you can refer that so let's start so the first form that we will discuss about is student profile questionnaire form so let's just see in this form you will be asked to fill any elective course that we have gone through in your btec or in your course that you are in and you have to use the name of that elective course and mark secure and any remarks after that you have to enter any learning or any certification if you have done in your course and it is optional one if you have not done any courses then you can skip this part also then they will ask about the project that you have gone through in your course and you have to give at least one project that we have gone through in your final year then they will ask about your skill like what skill you have in programming language and in operating system and in database and if you have any other skill also you will get chance to enter the skill that you have then they will ask about any foreign language if you know like suppose you know english i assume that everyone knows everyone knows english then you can enter that then they will ask that how proficient you have in that language like you can read or write or speak in that language so according to that you have to enter the details about you next they will ask about the extracurricular activity like if you have an extracurricular activity or hobbies or any art then you can enter the value or enter the details and you have to write a short description about it also so these are the simple question that they will ask in the student profile questionnaire and these are some basic question and simple one so i guess you won't face any issue in this form but later on there are some forms in which you may seek help so stay tuned to the video i will help you in that so the next form that we will talk about is employee intellectual property assignment agreement this is a tricky one keep in mind and keep note there are lots of terms and condition in this form so i would recommend that go through it and have a read but for this time being i would like to let you know that there are three sections in section one you will have lots of uh details about this form and in the second form or in the second section you will be asked to enter value for the intellectual property and have to upload documents so you can skip all these columns and all this detail you can skip it and in the last section you have to do the digital sign and then you can submit so at last i'm just summarizing this form you can skip all the steps in this form that is in the section 2 and you can go to the direct section 3 and do the digital sign and submit you don't require to upload any document in this form the next form that we'll talk about is personal details form in this form we have four section in the first section you will be asked your first name your prefix last name middle name so all this some values for the field are pre-filled and will be asked your date of birth sex and your nationality citizenship status email id place of birth blood group and your contact number so these are the things that will be asked you can see and fill the form easily i will i guess that then in the second section you will be asked the current address and permanent address so guys give your address carefully because there will be case in which comparison will be sending some material to you so if your address is run then there will be a lot of issue going to be there so during filling out the address be cautious in section 3 you have to perform the kyc so in kyc you can submit documents like your bank fast book driving license election card horizon card etc you can upload any document if you want all these are optional and not mandatory but i will suggest that at least upload your bank document driving license and talking about raising card voter card it is on your choice that you would like to submit or not but at least submit the bank document and in the bank document you have to give your name your account number ifc number account type and you have to upload the passbook also in the fourth section you have to give details about your pf detail if you have the pf little before so i guess that you guys are fraser so if you are a phraser then you never have the pf option in your life till yet so you can simply state no in this form that you don't have any pf or any active uan number before because we never have worked for any organization before but if you guys are not freezer and you have worked for any company before then you can according to do this form selling but for the phaser you can simply write no as you don't have any pf details or any activity number before so you can state no no no and all these three are also going to be no then you can submit this form by doing the digital sign so guys the next form that we will discuss about is educational details form this is a simple one there will be two section in which they'll be asking about the details of your undergraduate 12th and 10th schooling so you can simply give details about that i guess there will be no issue in this form because they will ask simple questions like from which school you have passed from and which college you went so you can fill out this form by your own so we'll move to the next one so the next form that we will discuss about is non-disclosure agreement that is nda so in the first section of this form you will have lots of details and terms and condition basically this form says that you cannot share the privacy information or any internal information of the company to any external people that is what this form is here for and in this form you have two sections in the first section you have all the agreements and terms and conditions and in the second section you have to do the digital sign then you can submit so this is also a simple form in which you have to only do the digital sign and i would recommend that go through all the points and have a read the next form is aadhar save declaration form this is the simplest form in this pre-joining famility only you have to enter your aadhar card number and upload the other car so scan the other card and upload here and submit this form by doing the digital signs simple your other decoration form is done now so now let's move to the next form so the next form is our self declaration they will w

Thanks for your comment Angeles Mayou, have a nice day. - Clint Friedline, Staff Member

hello everyone welcome back on my youtube channel so yes in this video today i'm going to show all the steps of pre-joining formalities so as i have received comments on my previous video to show the steps of pre-joining formality so yes i'm here so as you can see i got my joining date with cognizant is 15 february 22 it is showing here on the portal and in the last video also i have shown you how to do the bgb document submission so i think that you have done this right so after this you have to click here for prejoining formalities so after clicking here you will be redirected here and the screen will be like this so there are total 18 forms for me it might difference in your case so yes in which total of in which i have completed four forms out of 18 so like global associate privacy notice in the last you can see it is completed so yes you can modify also before the final submission so this one you have already completed you must have just after the offer acceptance and this also offer status form like this is also same there is no difference only you have to accept your offer letter and if this you already done right and then the self declaration so let me show you what is the in the self declaration form okay so as you can see self declaration form is easy one like two these all things are written to senior manager hr shared services cognizant technology solution india private limited india sir so here in the box you can see you have to write your name according to the first name between name and the last name okay and as you can see please stick whichever applicable so first one is i have neither been directly nor indirectly engaged by or with cognizant in any capacity so you have to take here if you are a fresher okay or if that the the checkbox is given i was engaged with cognizant in my capacity as a dash during the period from dash to death so if you are already experienced and if you have already done in this cognizant company so you have to take here and you have to give the disclaimer also from dates also from the which day to which that you have done and but i'm a fresher so i have checked here and i have given my name here and also date of joining you must have got your date of joining so your date of joining will be already filled by their side and if it is not then you have to fill by yourself and location also so yeah after location it will be also filled so you have to or if it is not filled then you have to fill your first preferred location and then you have to click here for the digital signing so you have to tick there like yeah i understand that the information filled by me is the true as the best of my knowledge so this is your self declaration form it is very simple and after this after this there is one more form employ intellectual property assignment agreement so this is also you can modify so let me show you so this is also already i haven't there is nothing you have to just read it all the terms and conditions and rules regulations guidelines of the cognizant is written so you have to read it thoroughly and you have to just click ok and here you have to you sign from the authentication key which you have already got in your mail and it will be by default field so you don't have to do anything but you have to take here and then after saving all the forms you have to submit here so then this form will also be submitted and completed it will be showing there and then here total forms you can see 18. so here student profile questionnaire form in which i am also facing problem but i haven't completed it that's why it is showing resume but let me show you at least the how it looks the interface so you have to click here i mean you have to sign here digitally and then after saving and submit sun then you will be redirected to your elective course there you have to give any there will be six spaces will be provided to you so you have to give any elective course which you have studied during your degree like if you have done bscbs in computer science or pca so it depends on your courses so you have to provide the details on which date you have cleared and what percentage you got so after saving uh you have to click here okay and then submit then you will be redirected here so as you can see there are total six serial numbers and name of elective courses you have to write here and in which semester you have studied you have to provide here and what percentage you got you have to provide it and this is mandatory fields you have to provide after filling this i will recommend just keep the electric courses according to your syllabus only first of all check out your syllabus whatever what have you have you have read okay during your whole degree so i'll prepare that fill here of your last two semesters okay and after failing just click here save and submit button okay so this is pending for me because i haven't done yet all right okay so after this there is another form of personal details form so personal details form it will be like this like you have already done fill all the details during bgv so it this time you will get some a little bit relaxed because you have already given so you must be knowing like candidate id prefix like a prefix means miss misses or three mr like this first name middle name last name date of birth medical status sex nationality cities and still citizenship status you have to affiliate citizen of course if you are in an indian citizen then your place of birth home phone number email id blood group emergency contact name means like your dependent so you can give any of your family family member like i have given my mother's name and you can give um their contact number and what relation you are having with your emergency contact name so you have to give this here like i have given mother then official phone number this is not mandatory then mobile number of your you have to give your category you have to give here and then the are you differently able so if yes then yes if no then no nsritp this is not mandatory yet because uh it will be after preach running you can do means during 20 there are 20 days in which you can do the nsr registration so this this time it is not mandatory and then upload a scan copy of disable if you are then only if you are not then this will be not for you and also i wish to receive a notification of the following on sms from cognizant if yes then of course yes for what name and contact details of my manager date timing and location of my joining so this will be uh this will you will get notification as sms from cognizant so you have to take here yes so do you have an aadhaar card yes so you have to click here and father's name you have to enter your ad card number your nature of location like on rent or other so you have to give here then your current address whole thing address state pin code country city duration of stay from so yes in a state from you have to give your date of birth and duration of state 2 in this you have to give today's date if you are filling your form today then you have to give two days that so the day date on which you are filling the

Thanks Raeann your participation is very much appreciated - Clint Friedline

About the author

Clint Friedline

I've studied steganography at Whitman College in Walla Walla and I am an expert in systematics. I usually feel surprised. My previous job was harbor master I held this position for 27 years, I love talking about pole dancing and electric guitar. Huge fan of Olympia Lukis I practice taekwondo and collect antique.

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