Intangible assets

Put People and Purpose as your business Priorities and Profits will follow.  Business success, more than ever, is about building and supporting a positive, profitable culture, which is a hard asset; and culture comes down to communication. How companies talk to and with their employees, and all stakeholders for that matter, is the ultimate expression of an organization’s values and brand, and that’s one reason a leader’s role as Communicator in Chief is more critical than ever before. Clear, proactive, authentic communication from leadership is the key to success, and it’s a two-way proposition. Compassion: Everyone is experiencing life and work in unheard of, unforeseen ways, so it’s more important than ever for leaders to communicate with compassion. It doesn’t mean being mushy and touchy-feely, it means being an empathetic human being who takes the time to ask your people how they’re doing and what’s on their minds. Communicating that you care about them as individuals and not simply cogs in the machine is the key to retaining your employees and developing loyalty.  Clarity: The need to communicate clearly and accurately took on heightened importance amid the firehose of information that spewed out daily during the pandemic, but clarity will always be king. That means being succinct and focused, and using plain language. Keep communications to one or two key points rather than flooding employees with five messages at once.  Context: What you say is important, but how your words are received is ultimately what matters. Everyone has their own lens when they read or hear something because we’re all absorbing it from our own individual perspective, so give it context. Information without context is communication without meaning. Deliver the information and tell employees what it means for them and why they should care and pay attention. The goal is to communicate with purpose and engagement, so think about what you want them to know, think, feel, do or understand. Consistency: Great leaders are consistent in living the mission, vision, and values of their organization, and that needs to come across in communications. Develop a consistent approach, theme and underlying message that reflects you as a leader and your brand. Communicate your organization’s business goals consistently and employees will be more engaged, motivated, and equipped to help achieve them.  Cadence: Cadence is about how often you communicate but also it refers to the channels you choose. How often do your employees need to hear from you or should hear from you? Develop a cadence that resonates with your audiences so that you don’t become white noise. That may change depending on circumstances—a pandemic, for example—and what and how much needs to be communicated at any given time. Also consider your audience’s appetite for the communications channels you are using, whether it’s an email memo, a Zoom town hall or video message.

Did you know that 80% or more of your company value lies within four areas of your business? These four areas are called the 4 Intangible Capitals and believe it or not….they have nothing to do with your financials! Just because you are a profitable business, does not mean you are a sellable business. Now don’t get me wrong, having a growing trend of profitability over time is very attractive and WILL increase value. But focusing on the below four key areas will help you add massive value to your company. What are the Four Intangible Capitals Human Capital – this is perhaps the most important one of the four because it’s your people, your team, your employees. And people are everything to a business. It doesn’t matter if you have the best product or process, if you don’t have the right people on the bus, you are in major trouble. Working with people can also be the most difficult to navigate because everyone has their own personality, skill sets, or what motivates everyone can be wildy different. Human capital also measures the quality of talent you have on your team. One of the most difficult challenges for business owners is finding, recruiting, and retaining top talent. Ask yourself… – Why would top talent want to join my company? – What qualities and characteristics am I looking for in a key employee? – What am I doing to motivate the talent I already have in place? – In order to retain talented people, am I providing a path for growth as well as retention incentives for my team? ​ Social Capital – this is the company culture. It’s the heartbeat of the organization and fabric that holds everyone together. It’s how your team members communicate, how you communicate with your customers, and your suppliers. It represents your brand, how your team works together, and it’s the rhythm of your daily operations. This can take years to develop in a business and can be very difficult to transition to a new owner. What I often see when a business goes to sell is they don’t always go with the buyer willing to pay the most. If they are in a position with multiple offers, they will often choose the buyer who has the best culture fit to make their interests and values align. Ask yourself… – What standards do I hold my team and employees to? – When a customer walks into the front door of my business, what is the client experience like? Am I adding value and is it consistent across the company? ​ Customer Capital – Move your customers from being engaged with your company to becoming entangled with your company. Think about the company Amazon. I feel like there is an Amazon box on my front door step every other day of the week. Simply because of the convenience factor. We also use Amazon Prime and Amazon music via our 4 echo dots to play music throughout our house. Can you imagine a world without Amazon?! You get the point. Get your customers entangled with your company. It drives up your value. Ask yourself… – What products or services do I offer my customer that they couldn’t possibly imagine getting somewhere else? – What makes my business indispensable to them? ​ Structural Capital – This is what makes your business run on a daily basis. This is your processes, your documentation, training programs, tools, equipment, real estate, sales process , HR process etc. This is your Standard Operating Procedures.

There are four basic components to brand protection: searching, registering, policing and enforcing. These four aspects each have their own challenges which create a series of risks and opportunities. If done well, the four components work together in a way that achieves the business objectives of the brand owner. The area of enforcement is critical if you want to maintain your rights in your brand. The government does not employ trademark police. Accordingly, if you want to control the rights in your brand, you must assume the responsibility of enforcing your rights. Most clients are confused when it comes to the responsibility of enforcing the rights in their brands. The question of how aggressive they should be is quite common, which further breaks down into which parties should be contacted, what form the initial contact should take and how far you should push the issue. Of course the answer for each party is different, and often depends on the brand being enforced and the overall business mindset. This article relates to the enforcement component and some of the strategies that exist, including the offensive and defensive perspectives and how the decisions made may be impacted based on the status of the brand in question.   Introduction to Offense It starts innocently enough. You are talking to one of your better clients about an upcoming project. Suddenly, out of the blue, the client says that he’s sorry he didn’t come visit your booth at the last convention. You’re not sure what he’s talking about since your company hasn’t had a booth at a convention since COVID hit. You ask a few questions trying to get to the bottom of the misunderstanding. He insists he saw reference to your company at a convention last month and sends you a listing of all the companies who sponsored a booth. There you see it. It hits you like a ton of bricks. There is another company in your industry using a name that is so similar to yours that your best client thought it was you. You of course thank your client for bringing this to your attention and assure him that this was not your company. The client asks you what you plan to do. Then you think, “what do I plan to do??” There is great anxiety the moment you become aware that someone else is using a similar name to sell a related product. Your first thought is “I’ll sue them!,” but then additional questions come flooding in. Can I win a suit? Do I have rights? Who do I call? Can they stop me from using my brand? Is suing even the right step? How much will this all cost? All of these questions are valid. Having a competitor dilute the value of your brand is costly. Changing the name of your company, an important line of products or any other brand can also be an expensive change. Sometimes changes like this can threaten your business. If you find yourself in this position, you undoubtedly will wish you had spent more time protecting your brand. There are many options available in this situation. While filing a lawsuit is certainly one of these options, it is certainly not the only option and is likely not the first step. Further, there are non-legal implications to consider. For example, maybe you can find a way to turn this into a win-win; or maybe you need to consider the marketing and/or social media implications if you are too aggressive. If you find yourself in this situation you need to contact brand counsel for advice. Some lawyers in this space refer to themselves as trademark lawyers or IP (intellectual property) attorneys. I would caution that an attorney’s title shows what area of law the attorney truly practices. While any of the titles I listed will likely lead you to a competent lawyer, titles like business counsel, divorce attorney or patent lawyer will lead you to lawyers with different skills. If the only lawyer you know practices criminal law or employment law, you should only call them if you want to ask for a referral to brand counsel.   Counsel’s Review of an Infringement claim The test for infringement in trademark law is likelihood of confusion. That is, will a typical consumer of one brand likely be confused that the other brand is somehow connected. The most significant factors in this test are whether the brands themselves are similar, and whether the underlying goods or services are related. If there is a likelihood of confusion, the junior user is frequently forced to stop using its brand. Given this, one of the first steps by counsel in any infringement analysis is to determine which party would have rights to continue using their brand if it is determined that the brands are infringing. This frequently boils down to: who started using their brand first? The last thing you would want to do is to successfully argue that your brand is likely to be confused with another brand, only to discover that the other brand has priority and can continue using the brand while you will need to stop using your brand. It is not uncommon to hire an investigator to help with this step. Assuming you have priority, counsel next would want to determine whether there is a likelihood of confusion. This includes comparing the brands themselves to determine how similar the commercial impressions of both brands are, and compare the goods and/or services to see if they are related. Counsel may also want to see if the brands travel in the similar channels, whether there are many similar brands in this market space, whether there has been any actual confusion, etc. I typically take an extra step at this time. As counsel, I write a paragraph or two describing why there is a likelihood of confusion between the brands, and then I pick apart my argument. I go through this several times until I am convinced that I can at least make a prima facie case of infringement. Once I feel confident that my client has priority, there is a likelihood of confusion and that I can express a convincing case of infringement, I then talk to the client about next steps. Determining that there is an infringement and your client has priority is one thing; determining what to do about it is the critical step in the process.   Counsel’s Discussion with the Client regarding an Infringement claim Once counsel has determined that there is a likelihood of confusion, they should discuss the “behind the scenes” issues with the client. The client likely has so much to add to the analysis if it is asked the appropriate questions by their lawyer. These questions typically relate to the client’s interest in the brand, the history between the client and the infringing party, the client’s appetite for pursuing this matter and, most importantly, what outcome the client desires. The answers to these questions can be used to chart a strategy for pursuing the infringing party. The most important question is the client’s perception of its own brand. There are typically two parts to this including how important the brand is and how long the client plans to use the brand. I next like to know if there is a history between the two companies. This can include whether they have been involved in prior litigation, prior demand letter campaigns, stolen employees from one another, taken client accounts from each other, etc. Third I like to know how likely the client is to pursue this matter to a final disposition. Would the client be willing to sue over the matter if necessary? Is the client trying to get a quick and easy result? Is the client just trying to make a point? Finally, I’d like to know what the client wants as a final outcome. This can include a simple interest in eliminating confusion between the parties to monetary damages from the other party to compensate for ongoing harm. Once I’ve collected this information, I like to develop a strategy for contacting the infringing party. This first contact is crucial as it often sets the tone for the duration of the conflict between the parties. It is also important to consider that this initial contact could get published on social media, so in addition to legal considerations, you should also factor in social and marketing implications. While there is no “one size fits all” solution, initial contact strategies typically fall into one of four categories: win-win solutions, notice letters, demand letters and lawsuits. It is not uncommon for a contentious conflict to progress through these categories. I will discuss each of these over the next four posts.   Win-Win Solutions in Connection with Trademark Infringement Not all conflicts need to be contentious. In fact, I like to START my strategy analysis with the objective of finding a win-win solution. I like this strategy because, when compared to the other strategies, it is far more likely to be successful, is often completed in half the time and can be far less costly. Win-win solutions can take a number of forms, but common solutions are license agreements and co-existence agreements. A co-existence agreement is one potential good outcome for both parties. This agreement acknowledges that each party has the right to use their brand in specific ways. Typical divisions are along geographic lines (e.g., one party can use its brand east of the Mississippi River, and the other company can use its brand west of the Mississippi River), by offerings (e.g., party A can use the brand on product X and party B can use the brand on product Y) or any other way that will allow the companies to use the brands while avoiding confusion. This agreement may be disfavored as the infringing party can continue to use its brand, but it effective in situations in which there is a close case of infringement. One major benefit is that the parties can continue to protect their brands against other parties. A license agreement allows the infringing party to continue using its brand, but now the use will be under the control of the client and the benefits of the use will accrue to the client. It is even possible that the client can get royalties from the use. Further the agreement can be drafted such that the client can terminate the license if the other party fails to meet certain future criteria. One of the benefits of this arrangement is that the infringing party acknowledges the client’s rights in the brand, and the client will gain some control over the infringing party’s future use of their brand. Of course one of the negatives is that the infringing party will continue using its brand. Other win-win solutions could include one party acquiring the intellectual property rights of the other or one party agreeing to stop using the brand once a specific event occurs (e.g., once current inventory sells out, not to exceed 6 months). Win-win solutions make the most sense when there is a weak or logically difficult case of infringement, or the “behind the scenes” factors from the client show that it does not want to be aggressive against this specific infringing party. While these solutions do not have the great feel of winning a lawsuit or otherwise making a third party stop using a mark, they are nonetheless useful in demonstrating that the client is policing its brand and has positive enforcement outcomes. These solutions also start the conflict off in a positive direction and lets the other party know that your client is reasonable, but resolute.   Notice Letters in Connection with Trademark Infringement Notice letters are another way to begin a conflict in a non-contentious manner. Unlike a demand letter which sets out a specific demand, a notice letter simply notifies the other party of your client’s rights and generally describes that the other party is on the verge of infringing your client’s rights. This letter makes the most sense when at least one party has made changes to its use of a brand (e.g., they have been offering the brand for sale in new geographic locations or in connection with an increasing number of goods or services). I like this strategy because it does not require a response by the other party, but serves to put them on notice if they do commit an act described in the letter. The art of the notice letter is to be specific and reasonable, and to do so without making a specific legal threat. Most letters regarding trademark infringement describe the sending party’s rights and the reasons the receiving party may be infringing those rights. The notice letter is tweaked in this respect to describe the changes that the receiving party has made that has made the use of its brand likely to be confused with the sender’s brand. An effective notice letter will contain language that a specific act may constitute infringement. The sender should avoid making definitive statements and threats as this could lead to the receiving party requesting a declaratory judgment. An example may help clarify these points. Assume you own a restaurant in Boston, and you’ve become aware that another company owns a similar style restaurant with a nearly identical name in Washington, D.C. Then you learn they opened another location in Philadelphia, and then another in New York City.  You are concerned that Boston is next, and this would cause confusion. I would add language that you are concerned about their growing geographic use of their brand, that further growth would result in a likelihood of confusion, and you would consult with counsel regarding appropriate next steps if they opened a restaurant within 25 miles of your restaurant. Notice letters make the most sense when you are concerned that a continued action by a third party will result in a likelihood of confusion. These serve the incredibly useful purpose of attempting to prevent infringement, and can be used as evidence that the other party was aware that their action would be infringement.  These letters typically start the conflict off in a positive direction and lets the other party know that your client is reasonable, but resolute. You do need to be careful about your use of these letters. For example, if you feel the other party’s current use of a brand infringes your brand, sending a notice letter can be interpreted that you think their current use is acceptable, thus weakening your ability to protect your brand.   Demand Letters in Connection with Trademark Infringement The most common request I receive from clients who have discovered an infringer is that I send a demand letter. While this is frequently the best first step, it is worth considering whether starting the conflict with an aggressive tone is the right move to achieve the desired objective. My father taught me that you can go from nice to forceful much easier than you can go from forceful to nice. This is axiom is equally true in brand enforcement. One of the first things to consider before sending a demand letter is whether you can resolve the issue via a win-win solution or a notice letter. The historical guidelines for a demand letter were that the letter should identify your client’s rights, describe how the other party is infringing those rights and make specific demands that would eliminate the confusion.  These guidelines hold true today, but we should now add that the letter should be reasonable from a social/ marketing perspective. Why? Your demand letter is very likely to be posted by the recipient on social media in an effort to embarrass the client (and possibly counsel too). Thankfully I have always followed the “reasonable” standard as I have had several of my demand letters land on social media pages. The last thing you want for your client is to have your letter become the leverage the other party needs to thwart your efforts to stop the infringing behavior. I am pleased to share that on several occasions in which my demand letter was shared on social media, the majority of the comments supported my position that the infringing party was being unreasonable. 😊 Another concern with sending a demand letter is that the client needs to be ready to pursue the matter until it gets a reasonable result. That is, if your demand letter is ignored, you need to be ready to follow up with another letter, call the opposing party, send emails, file suit, etc. until you get appropriate redress. Sending a demand letter and not following through is worse than not sending a demand letter in the first place. Make sure the client knows what it is willing to do in the likely event that the other party disagrees with or ignores the letter. This may include both what lesser concessions the client is willing to accept and how much effort they are willing to take to get these concessions. It should be clear to the client that filing suit could be an alternative. My final comment also relates to lawsuits. The other party could use the demand letter as grounds to request a declaratory judgment from the court. That is, they may seek a legal determination that their actions do not infringe your client’s rights. This type of legal action can be expensive, and typically serve as a segue for your client to countersue with a claim of infringement.  Accordingly, demand letters make the most sense when you are very bothered by the actions of the infringing party, and are willing to take all reasonable actions to get a desired result.   Lawsuits based on Trademark Infringement Lawsuits are seldom the best place to start in an enforcement matter. First, lawsuits are very expensive so these should be reserved for special occasions. Second, common decency dictates that the other party should be given a chance to address the matter before you involve the courts. Third, the courts will likely suspend the suit to allow the parties a chance to resolve the matter amicably before the court will get involved, which will mean the plaintiff has wasted the costs of filing the suit if the matter is resolved without the court’s involvement. I want to be clear that my comments above relate to the first steps in brand enforcement. I strongly encourage clients to file a suit if their rights are being infringed and the infringing party refuses to take action. Lawsuits are expensive, but they are far cheaper than a competitor stealing from or chipping away at the value of your brand. There are a few occasions in which filing suit is the correct first action. The most common is when you need immediate action to stop a third party from taking an action that will cause irreparable harm to your client. This is typically referred to as a temporary restraining order (TRO). As the name implies, it only seeks temporary relief, but it is often coupled with a lawsuit that seeks to resolve all issues. Another instance in which a lawsuit may be an appropriate place to start is when the parties have a history of antagonistic interactions. In this case the client is likely to know that it won’t receive any meaningful response from a demand letter, and the only way to get a response is to be compelled by the court. Lawsuits of any variety are expensive, and trademark infringement actions are no exception. Depending on factors such as the complexity of the arguments and the size of the law firm representing you, a lawsuit can easily reach six figures to complete, and may reach seven figures. Accordingly, this step should be reserved for serious issues in which there is no other palatable solution available.   Non-traditional Responses to Trademark Infringement My previous four posts assumed that the infringed party would communicate directly with the infringing party. While this is the common way to handle these situations, it is not the only way. In today’s world it has become common for parties to operate on platforms offered by others. For example, I frequently post artciles on LinkedIn since it allows me to create a base of followers far easier than I could otherwise build. What if I were using this platform to infringe the rights of my competition? Certainly they could send me a message directly (and they may even use LinkedIn’s message features to start the conversation). Another option is that they could use features offered by LinkedIn to delete my infringing post or, in extreme circumstances, ban me entirely from the platform. LinkedIn is not the only platform on which infringement is likely. Other social media platforms such as Facebook, Instagram and others face similar situations and offer take down options. Social media companies are not the only ones with these concerns. Ecommerce platforms perhaps have a bigger potential problem and most have them have instituted provisions to address any problems. One of the more well-known provisions is Amazon’s brand registry. This system has become popular enough that it is often cited as one of the causes of the increase in trademark applications in the USPTO. Parties should think creatively when addressing infringement. While reaching out to the infringing party is usually most logical, it is not the only solution. Using a third party can be either a method to resolve the infringement entirely, or at least add leverage when dealing with infringement.   Defending an Assertion of Trademark Infringement We’ve discussed how to address a situation in which you want to tell another party that they are infringing your rights, but what about the other side? What should you do when you receive a letter (or lawsuit) claiming that you have infringed the rights of a third party? If you only remember one thing, remember that you should not ignore this letter! Further, if the writer has requested a response by a certain date, try to at least respond by that time that the matter has been forwarded for serious examination and that a response will be forthcoming. In many ways defense is the opposite of offense. You should start by deconstructing their claims of infringement. What support do they provide that they have rights? What evidence do they include that you have infringed their rights? If there is infringement, have they proven that their rights predate yours? Do you have any contrary evidence? You should look at all of this critically and determine whether you agree with the other party. Once you have your own initial sense of whether your party is infringing, it is time to discuss how you should respond. If you feel your client is undoubtedly infringing, you should suggest that, to prevent further conflict, your client will agree to change over a period of time. If you feel there is honestly no infringement, you should state so definitively without going into great details of why there is no infringement. (Not doing this can prolong the conversation, only about issues other than the relevant issue.) If the party continues pestering you, you may want to consider whether filing a Declaratory Judgment action is appropriate. The tough consideration is when the matter is a close call. In close calls, my normal advice is to offer something that you feel makes the chance of infringement even less remote. It is best if this thing is something your client did not value. For example, if you are a restaurant being contacted by a consumer ice cream brand, maybe you offer to never sell cold desserts in grocery stores. This may give the other side the moral victory they feel they need to close the matter quickly, and without causing your client any great pain. Pro tip: it makes sense to memorialize this in a co-existence agreement. More than anything, I try to put myself in the other party’s shoes. What would I want if I were them? What would make this go away? Is there a way to find a win-win?   Conclusion It is important to keep in mind that brand enforcement is just one portion in the cycle of brand protection. This means several things to me. First, brand enforcement is no LESS important than the other three links. Have you bothered to search and clear your brands before using them? Have you taken the care to register the brands that are most valuable to you? Are you engaged in policing activities? If you’ve answered “Yes” to these questions, you should be diligent in undertaking enforcement matters. Second, brand enforcement is no MORE important than the other three links. If you feel you would want to send a demand letter if a third party began infringing your rights, you should certainly take part in the other steps. While you certainly have the right to send demand letters without engaging in the other steps, your chance of success is much higher if you do engage in all steps. Finally, it is worth remembering why brand protection is important. A brand is an element that allows you to be distinguished from your competition. It is how you are identified by your customers. Without it, you are one of the masses. You’ve worked hard to pick just the right brand and then you spent much effort to develop it to the place it is today. Its value is real. Losing it could be a business ending outcome. Protect your brand!

Diversity drives better performance. Board diversity has been getting a lot of attention for public companies but it’s much les common with private companies. This article talks about why and how this is changing. Don’t wait until a company is about to sell to think about this.  It makes sense to include it from the beginning.

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Entrepreneurial business owners, is it time to consider a new approach to setting goals in the New Year? We’ve all been there. January 1 rolls around, and we set resolutions with the best intentions. “This will be the year I double my business,” we say. An article in Forbes 1 states by mid-February, 80% of people have made their resolutions a distant memory. Why? Because we have high ambitions hinging on mostly unrealistic and unsustainable methods, setting broad, lofty goals without a roadmap is like trying to sail a ship without a compass—directionless and daunting. There is a simple fix for this problem.  Start the road map with some pre-work. The root issue? New Year’s goals should always start with who you are, how you want to serve, and what you want to enjoy. If you start a New Year’s Resolution with what is trending in the world, in business, or in society, you will leave some or all your resolutions behind as you realize there is a misalignment between who you are and what is trending. It’s all one path! As business owners, we are bombarded with tasks that can be exhausting and lack enjoyment. Goals should be derived from envisioning a picture of your personal world: God, business, family, your unique personal desire to share creatively, and the core of who you are, so your business and your world are synced within a set of goals. What should your world look like in the New Year? Don’t compartmentalize! Your business cannot be separated from all the rest; successful business owners know who they are and how they intend to serve.  Get reacquainted with who you are, your personal talents to serve (clients, friends, family), and how you can get back to enjoying your life. Now we can talk about Business Resolutions You know what you want to achieve for your business. Now, make it a team effort. Go beyond your own efforts to engage your team in goals that are well aligned with their strengths and do it in a doable fashion that engages the spirit of growth together. The Problem with Most Resolutions Resolutions lack specificity, accountability, and, most importantly, our teams’ collective firepower. Transformative change doesn’t come from wishful thinking but from actionable, measurable steps involving everyone on deck. So, what’s the game plan? Shift from solo resolutions to team-powered actions. Set Specific Goals: Break down that big vision into smaller, achievable milestones. “Increase sales by 10% in Q1” beats “Double my business” for clear targets. Harness Team Strengths: Every member has unique skills. Use them to your advantage by assigning roles that match their strengths and watch motivation soar. Perform Regular Check-Ins: Make accountability a team effort. Frequent updates keep everyone on the same page and moving forward together. Celebrate Wins: Whether you hit a small target or make significant progress, celebrate as a team. This will help you feel more united and keep the momentum going. Making Sustainable Resolutions Remember, a sustainable resolution starts with the core of who you are as an owner, how you want to serve, and what is enjoyable to you.  Once you know what you want to achieve for your business your team can help you get there. With some pre-work, a New Year resolution might spark the fire, and then your team’s day-to-day actions will keep it blazing.

Listen to this post as a podcast: www.adviserinfo.sec.gov). Please read the disclosure statement carefully before you engage our firm for advisory services. The information provided is for educational and informational purposes only and does not constitute investment advice and it should not be relied on as such. It should not be considered a solicitation to buy or an offer to sell a security. It does not take into account any investor’s particular investment objectives, strategies, tax status or investment horizon. You should consult your attorney or tax advisor.   The views expressed in this commentary are subject to change based on the market and other conditions. These documents may contain certain statements that may be deemed forward-looking statements. Please note that any such statements are not guarantees of any future performance and actual results or developments may differ materially from those projected. Any projections, market outlooks, or estimates are based upon certain assumptions and should not be construed as indicative of actual events that will occur.    All information has been obtained from sources believed to be reliable, but its accuracy is not guaranteed.  There is no representation or warranty as to the current accuracy, reliability, or completeness of, nor liability for, decisions based on such information and it should not be relied on as such. Bloomwood is a registered investment advisor. Advisory services are only offered to clients or prospective clients where Bloomwood and its representatives are properly licensed or exempt from licensure. 730 Starlight Lane, Atlanta, GA 30342.

As we enter 2025, businesses face a rapidly evolving employment law landscape shaped by dynamic shifts across all three branches of government. With a new president set to take office, significant developments at the Supreme Court, and the Republicans securing control of Congress, 2025 is shaping up to be a year defined by upheaval. Each branch of government will be different than any of us have seen in decades. The Executive Branch First and foremost, Donald Trump’s second presidential term is set to begin on January 20. Over the last four years, the Biden administration, known for their pro-employee policies, ushered in a wave of regulations aimed at expanding worker protections. Conversely, the Trump administration is expected to continue their pro-employer, laissez-faire approach that prioritized deregulation and employer flexibility during his first term. (Interestingly, the Trump Administration has started supporting more union issues and no one knows how that will impact his second term.) Significantly, labor and employment law developments often arise from action on behalf of various agencies such as the National Labor Relations Board (“NLRB”) and the Department of Labor (“DOL”). Because these agencies are part of the Executive branch, the president is effectively charged with overseeing them, and therefore plays a significant role in the implementation of their policies. Employers should expect Trump to utilize these agencies to implement his pro-business agenda. It is worth noting, however, that a 2024 Supreme Court decision (Loper Bright Enterprises v. Raimondo) overturned the long-standing Chevron doctrine, a legal principle that directed courts to defer to federal agency’s interpretations of law that agency is empowered to enforce. As a result of this decision, the Executive branch was effectively weakened, shifting greater interpretative authority to the Judicial branch. It will be interesting to see how much impact this change will have on the balance of power among our branches of government. The Judicial Branch Loper was not the only Supreme Court decision in 2024 that contributed to the shift in power in favor of the Judicial branch. The Supreme Court’s decision in Dobbs v. Jackson Women’s Health Organization, overturned the landmark abortion decision Roe v. Wade. Historically, courts, including the Supreme Court, follow precedent created by earlier decisions. But now the Supreme Court showed its willingness to overturn longstanding precedent based on a difference in their opinion of what is right or wrong. This shift away from strict adherence to precedent allows the Supreme Court greater latitude to reinterpret past decisions. With more flexibility to pursue a wider range of cases, as well as greater interpretive authority, the Judicial branch is shaping up to be much more powerful than it has been in the past. The Legislative Branch Lastly, in the 2024 election, the Republicans secured a majority in both the House of Representatives and the Senate. This means that the Legislative branch will have broad authority to enact their agenda over the next two years. Additionally, with Donald Trump in the White House, the likelihood of presidential vetoes decreases significantly.  This alignment will increase the likelihood that Congress will pass more new laws than is typically seen under a divided legislature. As a result, employers should closely monitor what new laws Congress enacts. Employer Takeaways Overall, the three branches of government are all undergoing significant changes. Donald Trump is likely to resume his pro-employer agenda, albeit with a slightly weakened Executive branch in the wake of the Loper decision. The Judicial branch is as powerful as ever, exemplified by the Supreme Court’s willingness to overturn longstanding precedent. Lastly, with Republicans in control of both the Senate and the House, the Legislative branch is primed for significant activity through 2026. With all these changes taking place, it is crucial for businesses to keep abreast of developments in labor and employment laws to ensure compliance and minimize legal risk in the new year. Brody and Associates regularly advises management on complying with the latest local, state, and federal employment laws. If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560.

A robust leadership pipeline is crucial for any business, but it becomes particularly vital when preparing for a business exit. Whether you’re planning a sale, merger, or leadership transition, ensuring that your leadership depth is strong can significantly enhance the attractiveness and value of your business. This HR Insight explores how strategic human resources management can cultivate leadership depth to support a smooth business transition. The Importance of Leadership Depth in Exit Planning Leadership depth refers to a company’s ability to fill key leadership roles from within, ensuring business continuity and operational stability. For businesses considering an exit, strong leadership depth reassures potential buyers and investors of the company’s resilience and future performance potential. A well-prepared leadership team can effectively manage transitions, uphold company values, and drive growth, even during periods of change. Strategies for Developing Leadership Depth Leadership Development Programs: Implement comprehensive leadership development programs tailored to your company’s needs. These programs should focus on nurturing high-potential employees with critical skills such as strategic thinking, decision-making, and change management. Methods might include formal training sessions, mentorship programs, and leadership retreats that emphasize real-world business challenges and leadership responsibilities. Succession Planning: Effective succession planning is essential for ensuring that key positions can be filled quickly and competently. HR should work with current leaders to identify potential successors for each critical role. This process includes assessing the skills and readiness of potential leaders and providing targeted development opportunities to prepare them for future roles. Talent Identification and Management: Use talent management tools and assessments to identify employees who have the potential to become future leaders. Once identified, provide these individuals with customized development plans that align with their career aspirations and the company’s strategic goals. This approach not only prepares them for leadership roles but also helps retain top talent by actively investing in their career growth. Performance Management: Align performance management systems to leadership development goals. Regular performance reviews and feedback sessions help potential leaders understand their strengths and areas for improvement, ensuring they are on the right track to taking on more significant roles within the company. Cultivating a Leadership Culture: Foster a culture that promotes leadership from every level of the organization. Encourage employees to take initiative, lead projects, or mentor others. This environment supports leadership development organically and can identify and elevate hidden talents within the organization. The Impact of Leadership Depth on Business Valuation A strong leadership team can significantly enhance a company’s valuation during an exit. It demonstrates to potential buyers and investors that the company is well-managed, has a clear direction, and is capable of sustaining growth without the original owner or current leadership team. Additionally, companies with effective leadership transitions are more likely to maintain performance levels during and after the exit process, reducing risks associated with the transition. Developing leadership depth is not just about filling positions but about creating a sustainable framework that supports the company’s long-term goals and ensures a legacy of success. As businesses prepare for exit, the role of HR in cultivating this environment becomes a cornerstone of strategic exit planning. By investing in leadership development, companies not only enhance their marketability and potential sale value but also secure a stable and prosperous future for all stakeholders. At Tagro Solutions, we bring our deep expertise in Human Resources consulting to the table, aligning HR strategies with business objectives to enhance company performance and prepare for successful transitions. Our approach integrates seamlessly with the philosophy of the Exit Planning Exchange, which fosters collaborative exchanges of information and experiences among its members. Together, we aim to empower business owners through strategic insights and actionable solutions, making the journey from business operation to exit as profitable and smooth as possible.

On November 4, 2024, NYC Mayor Eric Adams signed into law the Safe Hotels Act (Int. No. 991-C) aiming to promote hotel safety and boost tourism. The Act, taking effect May 3, 2025, requires hotel licenses, restructuring of employment agreements, and a number of new staffing requirements. Hotel License Requirements Hotel operators defined as persons who own, lease, or manage a hotel, and control day-to-day operations, must obtain a hotel license from the Department of Consumer and Worker Protection (DWCP) to legally operate a hotel. Hotel operators must file an application with the Commissioner of the DWCP to obtain a license. The application must contain contact information as well as details of safeguards and procedures which show the hotel is in compliance with the Act’s staffing, safety, employment, and cleanliness requirements. The application will differ if the operator has a collective bargaining agreement (CBA) with a union. If the operator has a CBA which contains the required information and references the CBA in their application this may satisfy the Acts notification rules. The notification requirement will be satisfied for the term of the CBA or 10 years from the date of the application (whichever is longer). The commissioner must be notified if there are changes to the CBA which remove references to the Act’s requirements. The hotel license may be denied or revoked if operators fail to comply with the Act, however there are a number of notice requirements for the Commissioner prior to revoking a license. The Commissioner must notify the licensee of a potential revocation in writing. The licensee must be given 30 days from the notification to remedy the violation and this notice must be in writing. A license will not be revoked if it can be demonstrated that the condition has been resolved in the 30-day period. Evidence of this correction can be delivered electronically or in person. Upon the Commissioner’s decision, the licensee has 15 days to request a review of the decision. A license will not be revoked in the following situations: service disruptions such as construction work noise; conditions that the hotel is aware of and treats within 24 hours such as bed bugs, rodents, etc.; unavailability of hotel amenities for a period of 48 hours; unavailability of utilities for a period of 24 hours; and importantly any strike, picketing, lockout, or demonstration at or by the hotel. Hotel operators must display their license in a public area.   Employment Agreement Requirements The Act requires hotel owners, with 100 or more guest rooms, “directly employ” all “core employees”, except a single hotel operator to manage operations on the owner’s behalf. This rule effectively eliminates intermediaries such as staffing agencies or management companies. Core employees include those whose work relates to housekeeping, front desk, or front service. Valets, maintenance workers, parking security, and employees mostly working with food and beverages are not considered core employees. This provision greatly impacts employers who utilize subcontractors; however some contracting agreements may be grandfathered in if they are entered into prior to the effective date and have a specific termination date. Violating this provision may serve as the basis of license revocation. Staffing Requirements In order to maintain safe conditions for guests and hotel workers, the Act implements a number of new staffing requirements. One employee must provide front desk coverage at all times (during night shifts a security guard who has received human trafficking training may take this employee’s place). Hotels with more than 400 guest rooms must have a minimum of one security guard providing continuous coverage while any room is occupied. Hotels must maintain cleanliness and not impose fees for daily room cleaning. Core employes must receive training on how to identify human trafficking within 60 days of employment. Hotels must not accept reservations for less than 4 hours. Penalties and What Else Employers Need to Know Hotel operators are strictly prohibited from retaliating against any employee who discloses a potential violation or assists in an investigation. Hotel operators are also prohibited from retaliating against employees who refuse to partake in a dangerous activity that is not part of their job. As previously discussed, noncompliance can result in a hotel operator’s license being revoked, but that is not all. Anyone alleging a violation can seek a civil action within 6 months of the alleged violation. Furthermore, the Act provides for civil penalties which vary based on the number of violations: $500 for a first violation, $1,000 for a second, $2,500 for a third, and $5,000 for subsequent violations. The Commissioner is expected to issue rules by which this law will be enforced. A timetable for their issuance has yet to be set. Brody and Associates regularly advises management on complying with the latest local, state and federal employment laws.  If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560  

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