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Comprehensive Response to Bambu's AGPLv3 Violations (sfconservancy.org)
submitted 5 months ago by to c/technology@lemmy.world
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The Software Freedom Conservancy taking some bold steps to push back against Bambu's blatant anti-consumerism via (amongst other tactics) violation of AGPLv3.

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[–] 1 point 5 months ago (5 children)

Why not using donations to take them to court? Sue them and give money back to OG projects.

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  • [–] 5 points 5 months ago

    Part of the challenge here is that Bambu is a Chinese company. Which means you would have to sue them in China, with predictable results.

    You could try to sue them in e.g. the US, then use that victory to secure things like import bans, but that's a very long, slow, and expensive process.

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  • [–] 3 points 5 months ago (1 child)

    Until recently, it was thought that only the copyright holder(s) had legal standing, so unless you could convince them to get involved as the plaintiff you were screwed. I think recently they've come up with a legal theory by which any user who was refused the source code could have standing, but it's a new enough tactic that AFAIK it isn't very widespread or proven yet.

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  • [–] 1 point 5 months ago (1 child)

    If they have a case a lawyer will take this for a share of the winnings. You need a few hundred first to send cease and desists, but if those letters don't work you just add court/lawyer costs to what you are asking.

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  • [–] 1 point 5 months ago* (last edited 5 months ago)

    Some areas may even have systems in place that force the defendant (corp/co) to pay said legal costs outside/on top of the awarded sum.

    see: wage theft, workers comp, fee-shifting provisions (freq. labor violations, discrimination claims, environmental law, consumer protection, IP, etc.)

    That said, here's a relevant PSA, if that helps anyone here:

    If you've experienced the following or similar issues with your employer:

    • not getting your full break(s) during a shift (eg. being asked to come back early "for the team"),
    • bathroom visits deducted from break time allotment,
    • breaks deducted from your check incorrectly (usually in said employer's favor)
    • tips "adjusted" for any reason, incl. non-tipped positions (eg. mgmt) taking a percentage,
    • wage "adjusted" by internal policy, despite local/state/federal requirements stating otherwise
    • OT unpaid "for reasons"
    • etc., etc.

    ... you should at least contact a local law firm specializing in employment/contract/labor law. Often enough, many will offer a free consultation to first clarify whether you have a case to work with, or what steps are still needed in order to move forward toward justice.

    Keep in mind, fellow poors, there's no obligation for you to ultimately choose any attorney(s) you consult with (don't forget: start w/ free consults in this exploratory stage). FWIW, most of those that I've contacted over the decades seem personally driven to champion for us poors in their work. (Anecdotal, yes, but earnestly hoping it helps) Which may be related to the fact that it's the judgements against said shitheel corpos that the attorneys get their wages from, instead of their client, who's yet another victim of normalized, unchecked greed. ✊🏼

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