Inevitably, you will need the services and/or skill sets of other people to get your business running. When you begin to add people to your lean start-up, the initial question will be whether or not each person will be an employee or independent contractor. This seminar will help you understand the pros and cons of each type of relationship, and the legal risks in one vs. the other.
If you hire even one employee, there are HR legal compliance issues you will need to address. This seminar also discusses the HR issues that are most important as you begin to add employees, such as:
-Your obligations under wage laws and employment verification laws
-Approaching incentive compensation
-Protecting your confidential information and trade secrets
Company Policy: Elements of Administrative Investigation and Progressive Disc...PoL Sangalang
Company Policy: Elements of Administrative Investigation and Progressive Discipline. July 24, 2014. Philippines. Prepared and delivered by Atty. Apollo X.C.S. Sangalang.
Calculation of Damages in Wrongful Termination LitigationThomas Econometrics
When evaluating the economic damages in wrongful termination litigation, the central question being addressed consists of two components:
1. What is the likely compensation (including benefits) that the plaintiff would have earned but for the alleged wrongful termination;
2. What is the likely compensation (including benefits) that the plaintiff can be expected to earn from alternate employment given the alleged wrongful termination.
The amount of damages is equal to the difference between the two compensation streams. The task at hand, then, is to appropriately calculate the two
compensation streams.
20 Factor Test Employee Or Sub Contractordmaaskant
This document gives greater detail on the 20 Factors the IRS and other taxing agencies use during an audit. Much more clear than the IRS publication, but note - not published by the IRS.
Company Policy: Elements of Administrative Investigation and Progressive Disc...PoL Sangalang
Company Policy: Elements of Administrative Investigation and Progressive Discipline. July 24, 2014. Philippines. Prepared and delivered by Atty. Apollo X.C.S. Sangalang.
Calculation of Damages in Wrongful Termination LitigationThomas Econometrics
When evaluating the economic damages in wrongful termination litigation, the central question being addressed consists of two components:
1. What is the likely compensation (including benefits) that the plaintiff would have earned but for the alleged wrongful termination;
2. What is the likely compensation (including benefits) that the plaintiff can be expected to earn from alternate employment given the alleged wrongful termination.
The amount of damages is equal to the difference between the two compensation streams. The task at hand, then, is to appropriately calculate the two
compensation streams.
20 Factor Test Employee Or Sub Contractordmaaskant
This document gives greater detail on the 20 Factors the IRS and other taxing agencies use during an audit. Much more clear than the IRS publication, but note - not published by the IRS.
This presentation explains the distinction between independent contractors and employees and advises employers how to avoid the costly errors of misclassifying employees as contractors.
Recorded on June 13, 2013. - This webinar, intended for community workers, presents options for workers who have been fired or laid off. It looks at when an employer can fire an employee, what a worker can do if they are wrongfully dismissed, and what the Courts or the Ministry of Labour look for when dealing with dismissal cases.
Watch an archived recording of this webinar and download copies of presentation materials at
http://yourlegalrights.on.ca/webinar/wrongful-dismissal
Many people believe that their employment status is very black and white. But what about this gray area where you aren’t sure if you are an employee or if you are an independent contractor? Don’t worry. Either way, you are still employed. The only difference is whether you are self employed or not.
According to the IRS, Doctors, “dentists, vets, lawyers, accountants, contractors, subcontractors, public stenographers, or auctioneers who are in an independent trade, business, or profession in which they offer their services to the general public are generally independent contractors.”
But what makes these people independent contractors? Aren’t there people with those professions that are considered to be employees? If you have been wondering or fretting about this, fret no more. For a better understanding of what makes someone employed vs. self employed, simply keep reading!
Unfair Dismissal - Misconduct (2 of 4) Webinar SlidesShorebird RPO
In the second webinar of this series on unfair dismissal, Barrister Helen Gardiner gives us a whistle stop tour of Misconduct and what an employer really should know.
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Small Claims 2017: Essential Law, Winning Strategies for Lawyers & Paralegals Evelyn Perez Youssoufian
An employment law primer for paralegals and lawyers, including: Jurisdiction, Possible Claims, Human Rights, Employment Contracts, Wrongful Dismissal, including how to calculate reasonable notice
ETHICS, LAW AND CORPORATE SOCIAL RESPONSIBILITY -
Malaysian Industrial – Labour Relation, SEXUAL HARASSMENT ISSUE, RETRENCHMENT ISSUE, IMPOSITION ISSUE
How to Effectively Fire Problem Employees and LEGALLY Win Labor Cases.PoL Sangalang
A Survival Guide to Philippine Labor Law for Business Owners and Managers. How to Avoid Costly Illegal Dismissal Cases. By Atty. PoL Sangalang, Business Lawyer & Legal Coach Philippines.
Starting, Growing, and Running a BusinessJohn Cousins
Entrepreneurship Is the pursuit of opportunities with disregard for assets currently controlled. There a many different skill sets that need to be understood in order to effectively grow a business.
This presentation explains the distinction between independent contractors and employees and advises employers how to avoid the costly errors of misclassifying employees as contractors.
Recorded on June 13, 2013. - This webinar, intended for community workers, presents options for workers who have been fired or laid off. It looks at when an employer can fire an employee, what a worker can do if they are wrongfully dismissed, and what the Courts or the Ministry of Labour look for when dealing with dismissal cases.
Watch an archived recording of this webinar and download copies of presentation materials at
http://yourlegalrights.on.ca/webinar/wrongful-dismissal
Many people believe that their employment status is very black and white. But what about this gray area where you aren’t sure if you are an employee or if you are an independent contractor? Don’t worry. Either way, you are still employed. The only difference is whether you are self employed or not.
According to the IRS, Doctors, “dentists, vets, lawyers, accountants, contractors, subcontractors, public stenographers, or auctioneers who are in an independent trade, business, or profession in which they offer their services to the general public are generally independent contractors.”
But what makes these people independent contractors? Aren’t there people with those professions that are considered to be employees? If you have been wondering or fretting about this, fret no more. For a better understanding of what makes someone employed vs. self employed, simply keep reading!
Unfair Dismissal - Misconduct (2 of 4) Webinar SlidesShorebird RPO
In the second webinar of this series on unfair dismissal, Barrister Helen Gardiner gives us a whistle stop tour of Misconduct and what an employer really should know.
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Small Claims 2017: Essential Law, Winning Strategies for Lawyers & Paralegals Evelyn Perez Youssoufian
An employment law primer for paralegals and lawyers, including: Jurisdiction, Possible Claims, Human Rights, Employment Contracts, Wrongful Dismissal, including how to calculate reasonable notice
ETHICS, LAW AND CORPORATE SOCIAL RESPONSIBILITY -
Malaysian Industrial – Labour Relation, SEXUAL HARASSMENT ISSUE, RETRENCHMENT ISSUE, IMPOSITION ISSUE
How to Effectively Fire Problem Employees and LEGALLY Win Labor Cases.PoL Sangalang
A Survival Guide to Philippine Labor Law for Business Owners and Managers. How to Avoid Costly Illegal Dismissal Cases. By Atty. PoL Sangalang, Business Lawyer & Legal Coach Philippines.
Starting, Growing, and Running a BusinessJohn Cousins
Entrepreneurship Is the pursuit of opportunities with disregard for assets currently controlled. There a many different skill sets that need to be understood in order to effectively grow a business.
Have you been thinking of kick starting your own business/ start up for quite some time. Here are some ideas to convert your thought process into an action plan. So would you stop thinking and start the f**k up
35 Inspiring Small Business Ideas to Start on a Small BudgetOxbridge Academy
Want to start a small business? Don’t have any ideas? Or any money? Watch this presentation to get some great ideas for starting a small business on a small budget.
Oxbridge Academy offers a range of entrepreneurial and small business courses. Therefore we know what it takes to get a start-up off the ground. It takes skill, knowledge, and a lot of hard work. But before all that comes the 1% inspiration - the idea. This is why we have put together this presentation, to give you a little bit of entrepreneurial inspiration.
So take a look at our presentation, share it, download it, and leave a comment to tell us what you think.
If you are interested in taking a distance learning entrepreneurship or small business course yourself, you can visit: http://www.oxbridgeacademy.co.za/find-a-course/new-venture-creation/
UNHI Creative Works Symposium Session: Deconstructing a Cpyright LicenseUNHInnovation
UNHInnovation Creative Works Symposium session: Deconstructing a Copyright License slide deck
Presenters: Kim A.W. Peaslee, Upton & Hatfield and Tim Benoît-Ledoux, UNHInnovation
We believe nature holds the answers to a healthy life. Our mission is to help millions of people around the world live a healthier and better life. As you flip through this slideshare you will discover what sets Shaklee standards higher than any other natural health company.
The 2012 Annuity Gold Monitor Award Winners by Corporate InsightCorporate Insight
The Annuity Monitor Awards presented by Corporate Insight recognize financial services firms for excellence in the online user experience they offer prospects, clients and advisors. The eight slide decks in this series highlights the firms in a specific industry within financial services that received Gold Monitor Awards.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
January 2011 - Business Law & Order - Mark HeuselAnnArborSPARK
Hiring practices; Employees vs Independent Contractors; Wage & Hour Issues; Discrimination Issues; Whistleblower protection; Best practices
Mark Heusel is a Member of Dickinson Wright, PLLC’s Ann Arbor office. Dickinson Wright is a international law firm with offices in Michigan, Washington D.C., Nashville, Phoenix, Las Vegas and Toronto. Mr. Heusel works with companies in a variety of circumstances in the commercial litigation and employment law areas. He has substantial experience in advising clients on a host of employment related issues, including litigation avoidance, human resource issues, discrimination and wrongful termination litigation, non-compete and trade secret matters, and business practices. He is also a frequent lecturer and author on these issues and when necessary, a vigorous litigator.
White Paper: Complying With Regulations Regarding Temporary Workersss
The use of temporary workers is growing in the United States, now representing 22% of the total workforce. Temporary workers are referred to as freelancers, non-employees, indirect workers, agency contractors, consultants, interns, independent contractors, and many other terms.
Underpayment of wages is not a new phenomenon. However, the recent proliferation of what is being called
wage theft is occurring across a range of occupations, labour market segments and
business models.
Employers who underpay workers could be forced to name and shame themselves with public signs admitting their wage theft as part of industrial relations reforms Attorney-General Christian Porter is considering.
Businesses which fail to prevent wage underpayment could also be banned from hiring migrant workers for a period of time, and company directors disqualified from holding office.
Working with Independent Contractors: Smart Strategies for Effective (and Leg...ComplyRight, Inc.
Do you sometimes turn to freelancers, consultants and other independent contractors to get the work done? With the IRS and Department of Labor (DOL) both cracking down on contractor misclassification, following the rules has never been more critical. The risks include having to pay fines, back pay and back taxes.
This free, expert-led webinar to learn best practices for establishing a legally sound independent contractor relationship from day one. You’ll also receive helpful guidance on how to manage contractors’ day to day without stepping over the ‘employee’ line. The webinar will cover:
• Why proper classification matters (and what can happen if you get it wrong)
• What it takes to establish a contractor relationship under the law
• Helpful tips to ensure you don’t cross the line from contractor to employee
• Critical components every contractor agreement should include
Chapter 6 – Controlling Accounts ReceivablesQuestion 1. Are cr.docxchristinemaritza
Chapter 6 – Controlling Accounts Receivables
Question 1. Are credit checks performed before terms are granted to customers? Describe the process.
Conducting credit checks is highly recommended prior to setting terms granted to customers. In this way, the business owner would be able to prevent bad debts that would affect the company’s financial status.
To do so, the business must run a credit check on customers. Some private institutions provide credit services wherein they run background checks on individuals. The business may opt to charge customers with a credit check fee and then have them fill in forms where the customers consent to having a credit check run. After the results of the credit check, the business may then decide whether to transact with a customer. If they agree to a transaction, the business sets the terms depending on the customer’s credit background, particularly his or her ability to pay for rendered products or services.
Question 2. What type of sale agreements do you have in place, which are signed before the sales takes place?
Prior to signing the contract, agreements during sales include policies on return and exchange, the purchase price, the description of the product or goods being sold, warranties, description of how the goods will be delivered, and other notes agreed upon by the buyer and the seller.
Question 3. What is your Accounts Receivables turnover?
The Accounts Receivables turnover must be high for the business to ensure that it does not incur bad debts.
Question 4. What is the procedure to receive payments from customers including the receiving of the mail, opening the mail, recording the transactions, and making deposits into the bank?
To receive payments from customers including the receiving of the mail, opening the mail, recording transactions, and making deposits into the bank, the business owner should have initially recorded the terms of the receivable during the time of sale. After receiving and opening the mail, the transactions must be recorded using invoices. After keeping track of the flow of cash through invoicing, the receivables may be forwarded to the auditors and accountant. The business owner would then make a decision on how it would be deposited in the company’s bank.
Question 5. Describe the procedure the company follows when receiving payments from customers. What documents are verified to insure payments match the invoice sent to customers?
When receiving payments from customers, the business verifies the term of receivables agreed upon between the business owner and the customer. To insure payments match the invoice sent to customers, records such as the aging schedule and the general journal may be used to check the invoice using the records.
Question 6. Is there an aging process for all Accounts Receivables accounts to better control receipts from customers and to collect from overdue accounts?
Establishing and maintaining in aging process for all Acc ...
Contractor or Employee? Exempt or Non-Exempt? Understanding the Distinctions ...ComplyRight, Inc.
A handful of high-profile cases -- and increased attention by the IRS and Department of Labor – has put worker classification in the spotlight. Now, more than ever, employers must be crystal clear on the differences between an employee and independent contractor, as well as exempt vs. non-exempt status.
In either case, misclassifying workers is a risk your business can’t afford to take. Federal and state agents are monitoring the situation more closely and cracking down with bigger fines and penalties. At the same time, wage and hour lawsuits are on the rise, with many “salaried” employees recognizing they are non-exempt in the eyes of the law -- and therefore owed overtime.
Protect yourself from costly misclassification mistakes and potential legal issues. Attend this timely webinar to learn:
- Factors that define the worker relationship, according to the IRS and Department of Labor
- Warning signs that your contractor is actually an employee under the law
- What determines exempt vs. non-exempt status (Hint: Job title has nothing to do with it.)
- Steps to take if a worker is misclassified
Staying up to date on the latest changes in employment law is critical for any business owner or HR professional to avoid expensive legal complications, ensure regulatory compliance and cultivate a positive workplace culture.
Our Employment Solicitors, Joanna Smye and Claire Berry deliver a pre-recorded and on demand update webinar that discusses the most important employment law changes on the horizon for 2023/24, reviews key cases from the last six months and provides practical advice on the important learning points to take away.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2021/
An individual who contracts with an entity to perform a service independent of the entity’s management and control is considered to be an Independent Contractor (IC)
It's important for employers to know the legal definitions of employee and independent contractor. The IRS common law test uses three categories of evidence to examine who controls what work will be done and how and when it will be done. Review these categories to determin whether you have an employee-employer relationship.
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
Innovating in NH - Innovations Assistance: Negotiation StrategiesUNHInnovation
For many entrepreneurs and business owners, the act of negotiation can be uncomfortable, but the ability to negotiate effectively in a wide range of business contexts, including licensing agreements, deal-making, employment discussions, contracts, and handling disputes is an integral part of any business or start-up. Our speaker, Marc Sedam, is the Managing Director of UNHInnovation and has an extensive background in intellectual asset management, licensing, and start-up formation. In this seminar, he shares the key negotiating skills and strategies he has learned throughout his career. These tactics will help you come to the table prepared to get the best deal possible and avoid common negotiation pitfalls.
Lean Start-up Business Tactics Seminar - Who Owns Your Company?UNHInnovation
Are you a founder? Do you know how much of your startup you own? What are the ways founders divide up equity? How much ownership do investors usually take? In this seminar we will explore these topics, including tips on bootstrapping, fundraising, and the like, all from the point of view of an evidence-based entrepreneur.
Lean Start-up Business Tactics - Start-up Infrastructure on a BudgetUNHInnovation
Everyone talks about starting a company. Some focus on the idea, others focus on finding customers, and still others on how the world will change when their idea hits the market. But what happens when you start operating your company and need to do everything but don’t have the money? March's Seminar was given by our own Marc Sedam, Executive Director of UNHInnovation and former biotech start-up COO. Marc reviewed his most popular and practical tips for keeping costs low without negatively affecting productivity.
Lean Startup Business Tactics - Identifying Your Minimal Viable ProductUNHInnovation
The minimum viable product (MVP) is that version of a product which allows a team to collect the maximum amount of validating insight about customers' needs with the least amount of product building. It's one of the most important principles of a lean startup.
This deck provides you with insight into the value behind building an MVP, the overall process of achieving the maximum amount of validating learning, why in-depth customer interviews (and not just user testing) are crucial to testing your initial hypotheses about your business or product, and how you might collect or analyze qualitative and quantitative metrics to iterate your MVP.
Josh Cyr, founder of Alpha Loft and web app developer, also shared real lessons learned from one startup while building their MVP.
Innovations in Drug Discovery - Novartis Institutes for BioMedical ResearchUNHInnovation
Sanjeev Thohan, Senior Research Fellow in Preclinical & Translational Sciences at the Novartis Institutes for BioMedical Research, discusses the most recent challenges and opportunities in the drug discovery industry, and provides insight into how the industry is progressing and its strategies to address demands. He also reviews areas ripe for innovation and disruption.
Innovations in Mobile Applications - Building the UNH Mobile App Suite UNHInnovation
The UNH Mobile App Development Team recently released UNH Mobile App Suite, which features 18 modules within a customizable homescreen enabling users to hide, show, and reorder icons to their preference. In this presentation, the UNH Mobile App Development Team elaborates on their experience building out the suite, which was a collaborative effort between the IT and New & Emerging Media departments.
Innovations in Materials Science: Albany Engineered CompositesUNHInnovation
Brian Coffenberry, Senior Vice President of Strategic Planning & Business Development for Albany Engineered Composites, spoke on Innovations in Materials Science at the October Innovation Catalyst Seminar hosted by UNH's Office for Research Partnerships & Commercialization.
He discussed the challenges and successes Albany Engineered Composites has faced as they've grown and brought their products to market; the current focus of Albany Engineered Composites as they look to the future of materials science; and the most pressing market needs for innovative solutions in materials science.
Innovations in Medical Devices: Medtronic Advanced EnergyUNHInnovation
Suzanne Foster of Medronic Advanced Energy reviews key challenges faced by Salient Surgical Technologies while being acquired by Medtronic Advanced Energy. Also discussed are overall trends for the medical device industry when it comes to sales, marketing, and innovation.
Interoperability Lab at University of New HampshireUNHInnovation
The University of New Hampshire InterOperability Laboratory (UNH-IOL) is an establishment visited by vendors and visitors traveling from all over the world to test their company’s technical equipment, devices and software, or to learn about the services we offer to our customers and others come to learn about opportunities we have for students interested in technology. Some of our guests are here to attend what we call Plugfest events, these events entail multiple technical companies coming together and testing their products with other company’s products. Other vendors come for “in-house testing”, which is a single company of one or more representatives coming in to test their products in our lab.
Intellectual Property 101 - University of New HampshireUNHInnovation
At the core of university-based innovation is intellectual property. Whether it's patents, copyrights, or trademarks, this presentation explains how intellectual property is protected in general and managed at UNH.
This presentation covers the basics of IP and how understanding intellectual property can actually accelerate the advancement of knowledge in your area, whether it be academic, entrepreneurial, creative expression, etc.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
The Parable of the Pipeline a book every new businessman or business student ...
Lean Start-up Business Tactics Seminar - HR Issues and Your Start-up
1. April 24, 2014
Lean Start-Up Business Tactics:
HR Issues and Your Start Up
Presented and Authored By
Attorney Andrea G. Chatfield
Cook, Little, Rosenblatt & Manson, p.l.l.c.
603-621-7118 a.chatfield@clrm.com
1000 Elm Street, 20th Floor Manchester, New Hampshire 03101
2. University of New Hampshire
Innovation Catalyst Seminar Series
Hosted by
3. “Green Clean”
You have developed a new cleaning solution that is
environmentally friendly and organic-based. You are
successful in getting funding for your new business
(“Green Clean”), and now you need a chemical engineer
to help develop more diversified applications of the
solution, and you need a business manager to handle
paperwork, administration, and finance (so you can
work on sales and overseeing the manufacturing which
is outsourced).
4. Inevitably, every successful start up will need the
services and/or skill sets of other people (you can’t do it
all!). Even if you only have 1 or 2 other people, your
business is not too small to avoid the radar – but you
can navigate your way.
When you start to add people to your lean start-up, the
initial question will be whether or not each person will
be an employee or independent contractor.
5. Independent Contractors
• You cannot simply “make” a worker an
independent contractor by agreeing to issue a
1099, even if that’s what the individual wants.
• Independent contractor status is something for
which the worker must qualify by meeting legal
tests.
6. • Classifying a worker implicates many federal and state laws.
Each law has a different set of factors and criteria and is
designed for different purposes (wage and hour,
unemployment benefits, payroll taxes, workers compensation
coverage, employee benefit plan eligibility, etc.).
• While not a guarantee, using a well written independent
contractor agreement can help to establish an independent
contractor relationship, especially in close cases.
• If a worker is misclassified as an independent contractor, there
can be a variety of negative consequences for your business –
fines, unpaid tax liability, failure to pay proper wages, liability if
the individual gets hurt on the job, etc.
7. In New Hampshire, there are two main statutory tests:
1. The New Hampshire Department of Labor
(NHDOL) test for purposes of wage protection,
workers compensation and minimum wage laws –
ALL factors must be met.
2. The New Hampshire Department of Employment
Security (NHDES) test for purposes of
unemployment insurance coverage – ALL factors
must be met.
8. NHDOL test:
a) The person has a federal employer identification number or
alternatively agrees in writing to carry out the
responsibilities imposed on employers under state law.
b) The person has control and discretion over the means and
manner of performance of the work.
c) The person has control over the time when the work is
performed. However, employer and person can agree to
completion schedule, range or maximum of work hours.
9. d) The person hires, pays and supervisors own assistants, if
any.
e) The person holds himself or herself out to be in business
for himself or herself with continuing or recurring business
liabilities or obligations.
f) The person is held contractually responsible for failure to
complete the work; AND
g) The person is not required to work exclusively for the
employer.
10. NHDES Test:
“Services performed by an individual for
wages shall be deemed to be employment
subject to this chapter unless and until it is
shown to the satisfaction of the
commissioner of the department of
employment security that:
11. a) Such individual has been and will continue to be free from control
or direction over the performance of such services, both under his
contract of service and in fact; and
b) Such service is either outside the usual course of the business for
which such service is performed OR such service is performed
outside of all the places of business of the enterprise for which such
service is performed; AND
c) Such individual is customarily engaged in an independently
established trade, occupation, profession, or business.
This is one of the more restrictive tests for determining independent
contractor status, and is often referred to as the “ABC test.”
12. Federal Law
Under Federal Law, there are several tests for
determining employment status for purposes of
determining income withholding tax responsibility, wage
and hour laws, and coverage under various other federal
employment statutes (ERISA, Fair Credit Reporting Act,
OSHA, etc.). The most commonly applied standard is
the IRS’ multi-factor test under which all information
that provides evidence of the degree of control and
independence must be considered.
13. Facts that provide evidence of the degree of control and independence
fall into three categories:
a) Behavioral: Does the company control or have the right to control
what the worker does and how the worker does his or her job?
b) Financial: Are the business aspects of the worker’s job controlled by
the payer? (these include things like how the worker is paid, whether
expenses are reimbursed, who provides tools/supplies, etc.)
c) Type of Relationship: Are there written contracts or employee type
benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the
relationship continue and is the work performed a key aspect of the
business?
14. Consequences of Misclassification
• Fines per misclassification and/or per day of violation.
• Unpaid payroll taxes, the individual's income taxes
that were not withheld, plus interest.
• Unpaid minimum wage and/or overtime pay for each
misclassified individual.
• Potential criminal implications.
• Individual Lawsuits: A misclassified worker can sue an
employer for back wages, overtime, value of lost
employee benefits, etc.
15. Employment Status
• Set Up Payroll System
• Register with NHDES
• Obtain Workers Compensation
Insurance
• Set Up Calculation for Withholding
Taxes and Payment of Payroll Taxes
• Decide if Offering Employee Benefits
16. Offer Letter
• State the Basic Terms (rate of pay, job title,
benefits – if any)
• Conditions to Offer (sign an employee
agreement, background check, funding
availability, etc.)
• At-Will Statement
• Individual’s Signature
17. Compensation and Classification of Employees
• Exempt vs. Non-Exempt
• Hourly vs. Salaried
• White Collar Exemptions (Executive, Administrative, Professional,
Outside Sales)
• Incentive Pay (Bonuses vs. Commissions)
• Commissions are earnings based on a transaction carried out by
employee
• Bonuses are earnings based on performance by more than
employee
NH Law requires written notice (signed by employee) regarding all
terms and conditions of pay (not on the back of a napkin!)
18. Employee Agreements (Restrictive Covenants)
Seek Legal Assistance!
Yes, they are still enforceable – If Done Right.
Tailored to scope of your business and the person’s
job duties
Discuss during the recruitment/interviewing process
Attach to Offer Letter
19. Current text of NH Law (RSA 275:70):
“275:70 Notice of Non-Compete and Non-Piracy
Agreements Required. Prior to or concurrent with making
an offer of change in job classification or an offer of
employment, every employer shall provide a copy of any
non-compete or non-piracy agreement that is part of the
employment agreement to the employee or potential
employee. Any contract that is not in compliance with this
section shall be void and unenforceable.”
This may be amended by current legislature: Stay tuned . . . .
20. Employee Agreements:
An employer’s legitimate business interests
that can be protected by employee agreements
include:
1. Trade secrets and confidential information
2. Customer goodwill
3. Business goodwill
21. Examples of Confidential Information to be protected:
• Trade secrets
• Customer information
• Financial information (but not employees’ pay)
• Business plans and strategies
• Operational procedures that are internal or unique to
your business
• Technical information
• Inventions and other research and development
22. Types of Employee Agreements:
• Nondisclosure – protects trade secrets and
information that does not qualify as a trade secret
• Assignment of developments – protects inventions
and IP
• Non-solicitation of employees
• Non-solicitation of customers
• Non-competition
23. Restrictive covenants must be reasonable:
1. The restriction must be no greater than necessary
to protect the legitimate business interests of the
employer;
2. The restrictions must not impose an undue
hardship on the employee; and
3. The restriction must not be injurious to the public
interest.
24. Restrictive covenants must be reasonable:
Not every employee will have access to confidential
information or will create customer or business
goodwill.
Consider a customized approach to avoid overly
broad restrictions and enhance the chances of
enforcement.
25. In considering a customized approach, ask yourself:
• Will the employee have access to confidential
information? Unfettered or limited access?
• Will the employee have customer contact?
• What is the extent/geographic reach of my business?
• How long is the typical transaction/sales cycle?
• How long should the restrictions run?
• Will the employee be involved in developing or
inventing anything?
26. Other terms in employee agreements
• Return of company property
• Employee is not bound by prior agreements and will not
bring prior employers’ information to your workplace
• Authorization to disclose agreement to future
employers
• Severability Clause
• Choice of Law
• Ability to assign agreement by employer
• Injunctive relief and payment of costs and attorneys
fees if employee breaches
27. When the New Employee Starts:
• Employment Verification Process (Form I-9)
• Form W-4 (Tax withholding status)
• New Hire Report (for new employees and
unincorporated independent contractors)
• Notice of Health Care Options (if your business is
covered by the Fair Labor Standards Act –
generally this means you have $500,000 or more
in annual dollar volume of business)
28. Back to the Beginning:
So, how do you want to treat your:
Chemical Engineer?
Business Manager?