Originally posted 2010-10-13 07:34:52. Republished by Blog Post Promoter
Originally posted 2011-07-12 08:30:35. Republished by Blog Post Promoter
The short answer is, rarely. Virginia is an at-will employment state. This means that an employer can discharge an employee for any reason or for no reason at all, just not for an unlawful reason. An employer who terminates an employee for an unlawful reason may be liable to the employee. The question answer in this blog post is: when is a reason unlawful?
Originally posted 2010-08-30 13:39:19. Republished by Blog Post Promoter
Obviously the use of email has changed many aspects of our world, including the practice of law. As with all new technology, we sometimes learn hard lessons. The attorney-client privilege is the foundation of effective communication between counsel and clients. Only a client can waive that privilege. Although email has far more positives than negatives, to protect attorney-client communications, use these three tips.
Originally posted 2010-06-14 01:00:38. Republished by Blog Post Promoter
I have often been struck by how much business counseling and marriage counseling can be alike. “He said he was really good at marketing and was going to handle all the sales. We haven’t seen a worthwhile sale in months. All he does is drive around, I GUESS making sales calls, but mostly just spending money.” “She said she was going to keep the books and handle the personnel issues. I didn’t know that meant a row of shoe-boxes full of receipts and employee turnover at seventy percent! This place is a disaster!” “Turnover is at seventy percent because we don’t have enough sales to keep anyone employed. If you did your job, then maybe I could do mine.”
He said, she said. And so it goes. It is estimated that fifty-five percent of all first marriages fail and approximately 56% of new businesses fail within four years. Here are some of the reasons most often given for start-up business failures.
Originally posted 2010-07-11 11:28:16. Republished by Blog Post Promoter
Over the past 15 years or so, “arbitration” provisions have appeared with increasing frequency in a wide variety of contracts. For example, declarations of covenants and restrictions recorded for homeowners associations, construction contracts, employment contracts, and commercial leases all may contain arbitration clauses. Arbitration may be a good idea, but you should know what “arbitration” means before you agree to be bound by such a provision.
Many people confuse the terms “mediation” and “arbitration.” Mediation refers to a process whereby a third-party helps facilitate a negotiated settlement between two or more parties. A mediator does not make decisions, does not take evidence, and does not conduct hearings. Parties simply negotiate and the mediator helps foster those negotiations.
Conversely, arbitrations are conducted like regular trials, with a judge-like arbitrator (or arbitrators) making a final decision based upon the evidence presented, and hopefully the law of your jurisdiction. Appeals of an arbitrator’s decision are virtually nonexistent.
Originally posted 2011-08-23 05:00:56. Republished by Blog Post Promoter
I teach as an adjunct faculty member at the William & Mary Law School. I find this part-time teaching gig very stimulating intellectually because the law students at W&M are extremely intelligent, diligent, and driven. This past week a new class of first-year law students arrived with great expectations about their futures. The reality of the job market, though, is that the legal profession has not been immune from the effects of this difficult economy.
Some of my second-year law students have also arrived back into Williamsburg, and I have been surprised at the number of students who report they worked as an “unpaid intern.” Although this practice is permissible in certain situations, these working arrangements with private law firms probably violates federal labor laws, and it is particularly distressing that it occurs in the practice of law. This blog post provides some guidance for your small business when deciding whether to “hire” an unpaid intern.
Originally posted 2012-06-12 08:00:09. Republished by Blog Post PromoterOur Summer Associate for 2012 is Scott Foster, a rising second-year law student at the William & Mary Law School. Weeks before his undergraduate graduation from William & Mary, Scott became the first person ever elected to the Williamsburg City Council, while still a William & Mary student. Scott still serves on the City Council while attending law school and working for us. This blog post is Scott’s first for our firm.
While growing up in western Virginia, one of my favorite restaurants was in a converted train depot. On several occasions my parents walked me through the tobacco warehouses in Farmville, Virginia filled with fine furniture and rugs. There was even a bed and breakfast nearby with rooms in a grain silo. Although I did not realize it at the time, these businesses were examples of “adaptive reuse.”
Originally posted 2010-11-15 10:50:28. Republished by Blog Post Promoter
Frequently, budding entrepreneurs merely evolve into business without giving it the upfront thought the transition deserves. They become what are usually known as “sole proprietors” operating “sole proprietorships,” or one-man/woman businesses.
Originally posted 2013-10-08 07:30:38. Republished by Blog Post Promoter
We blogged about the Virginia Supreme Court case of Ott v. Monroe. In that case, the Court ruled that when a father, in his will, assigned his majority interest in a limited liability company to his daughter, he only assigned a profit interest, not a control interest. Consequently, his daughter did not have the authority to “run” the company, absent the consent of the remaining LLC members.
In its 2013 session, the General Assembly modified the relevant LLC statutes in an attempt to overturn the Virginia Supreme Court’s decision. This blog post examines the new statute, and how it may impact your limited liability company.
Originally posted 2010-08-17 22:37:52. Republished by Blog Post Promoter
The legal issues related to employee “non-competes” (also known as covenants not to compete or non-competition agreements) are often not well understood by employees subject to them, the companies insisting upon them, or the companies intending to hire persons subject to them. That may well be especially true in the Commonwealth of Virginia where one frequently hears, “That agreement is so broad it will never be enforced and Virginia doesn’t ‘blue pencil’ these agreements, so no problema.”