You still have a job—yet you are itching to start a business. You might wonder if you have the time to do so, or if you are even allowed to do so. The answer depends on whether you signed an employment agreement and what kind of role you have with your current employer.
Here are some considerations if you wish to join the more than 24 million Americans who dream about being their own boss.
Forming a business entity like an LLC or a corporation typically provides limited liability protection to the owners. But in certain situations, you can find yourself personally on the hook for the debts and obligations of the business. This week we’re discussing the legal concept of “piercing the corporate veil” and why it’s used so often against small business owners.
In the midst of an ongoing pandemic and all of the questions it’s raised for employers, especially small business employers,* you may have missed a new Ohio employment law that’s about to take effect. The governor recently signed the Employment Law Uniformity Act into law. As an employer, what do you need to know about this new law? What steps should you take to protect your business or nonprofit in light of these changes?
Trademark infringement is the unauthorized use of a trademark on or in connection with goods and/or services in a manner that is likely to cause confusion, deception, or mistake about the source of the goods and/or services. But what does this mean for your small business? How can you avoid receiving a nasty cease and desist letter accusing you of infringing someone else’s trademark? And how much can a trademark mistake cost you?
Hiring employees is often an exciting time for small businesses and nonprofits. But not every new hire will turn out to be a great fit for your organization. Perhaps an employee’s performance simply isn’t up to par. Or an employee commits a major violation of some company policy. Or maybe an employee keeps repeating the same relatively minor infraction over and over again (like spending a little too much time texting while working). Regardless of the size of your business, at some point, managing people means having some tough conversations.
Perhaps you’ve already tried dropping not-so-subtle hints to get an employee back on track. When less formal measures don’t seem to be working, it’s time to turn to more formal disciplinary policies and procedures for addressing employee misconduct. Your employee disciplinary policy is not about becoming a stereotypical corporate overlord and ruining the collegial environment that makes working for a small businesses or nonprofit so appealing. Instead, having a formal disciplinary policy is all about maintaining your organization’s standards in a way that is fair and maintains morale, all without getting you and your company into legal trouble.