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Wrongful Death Claim: Is a Hospital Liable for a Negligent Doctor?

Wrongful death refers to the carelessness of an individual that results in the death of another. According to statistics, hundreds of thousands of people die annually due to medical malpractice.

Usually, most of the incidents occur in hospitals. Some of the situations that may lead to wrongful death include:

  • Medical malpractice
  • Birth injuries
  • Defective medical equipment

A wrongful death case seeks compensation for losing companionship, inheritance, and funeral expenses. Although the settlement doesn’t relieve individuals the pain of losing their loved ones, it reduces the burden of their loss.

When a representative of the decedent sues a negligent medical practitioner on behalf of the surviving family members, it is a wrongful death case. To receive compensation in a wrongful death lawsuit, one must prove that the other parties caused their loved one’s death, resulting in a measurable amount of damages.

Should You Sue the Negligent Doctor or Hospital?

According to Louisiana personal injury law firm Laborde Earles, wrongful death can be accidental or deliberate, it can be caused by recklessness, negligence, or intentional conduct, and the liable party can be an individual or a corporation. You can click here for information about filing a wrongful death claim in Lafayette.

Hospitals are held liable for staff negligence during their work. If a patient dies due to a doctor’s negligence and their loved ones decide to file a wrongful death claim, a medical facility may be required to pay for the potential damages.

Personnel like nurses and doctors are hospital employees. Therefore, if they cause death to patients while carrying out their official duties, the patients’ family members can seek compensation for the losses by suing the hospital. For example, if a nurse administers the wrong dose and causes a patient’s death, the medical facility will be held liable.

Who Should File a Wrongful Death Lawsuit?

Usually, the person who files the lawsuit is one of the deceased’s close relatives, such as a parent, child, or spouse. Some people who file claims may be appointed as administrators of the deceased’s estate. In most situations, the surviving families have no disputes over who should sue the negligent parties.

In the event of disputes, the representative with the legal authority to do so files the case. For example, if a deceased had no spouse or surviving parents but had two siblings who are not on good terms, this would mean trouble. Ideally, one of the siblings would be the legal representative and file a wrongful death claim, but the other may object. If that happens, only a court of law can resolve the conflict.

4 Steps for Filing a Wrongful Death Claim

Coping with the loss of your loved one is a painful experience. If you believe a medical professional’s negligence caused the death, it can be especially challenging. You could also call wrongful death attorney in Georgia to support families and you are entitled to claim for “the full value of the life of the decedent”. Other than mourning the loss, you will also need to file a wrongful death claim. How does this work? Here are four steps for the filing process:

Preparations for Litigation

This is referred to as pre-litigation. When preparing, the legal representative of the deceased completes some tasks before suing the negligent parties. For example, investigations may need to be carried out to establish the cause of death.

Another task during the preparation phase is identifying and notifying the responsible doctors or health facilities. These tasks are handled by a lawyer with assistance from other professionals.

Negotiations and Settlements

This step is not applicable in all cases. In many instances, the defendants attempt to solve the claim out of court through negotiations with the insurance company. This may be an ideal option in some situations, as you will not need to worry about losing a lawsuit.

Filing the Lawsuit

If you cannot come to an agreement through negotiation, you can still sue the negligent doctors. This involves filing complaints through the courthouse. All defendants are notified about the lawsuit.

Litigation

This includes tasks such as interrogations and requesting the relevant documentation. The pre-trial, trial, and arbitration are done during the litigation stage. You can continue negotiating with the other parties until you reach a settlement all parties accept.

5 Financial Effects After a Car Accident

After any car accident, your first concern has got to be your health and the well-being of those around you. But aside from lingering muscle strain, what about the long-term financial repercussions of a car crash?

The things you need to anticipate in the aftermath of a car accident before accepting any sort of settlement are your medical bills, future medical bills due to lingering injury, lost wages and opportunity costs, the extent of the damage to your car, and your insurance coverage going up in the future.

Medical expenses

Although most car insurance plans offer medical coverage up to $25,000 per accident depending on your state and coverage policy, medical expenses are bound to be the biggest single financial stressor of a car accident. An emergency room visit and the ambulance ride you’ll take to get there are extremely expensive.

Future medical costs

Beyond the immediate care you receive, it is common for injuries resulting from car accidents to linger, often requiring follow-up care to manage the pain and fully heal. All of this follow-up work is going to cost money, and you need to consider, based on your injuries and from consulting with a doctor, what some of this follow-up care will involve. From there, you can start to gain a better sense of the future anticipated costs. These could include:

  • Physical therapy
  • Return doctor’s visits
  • Bloodwork
  • Imagery work (x-rays, CT scans, or MRIs)
  • Prescription medication costs

Lost wages

Any amount of hospitalization or recovery time at home means time spent away from work. Unless your injury occurred on the job, this means you probably won’t be getting any sort of compensation from your employer.

Property damage

Property damage is probably the most obvious thing on the list and, most often, this is going to be the item that you can put a price tag on once your vehicle has been into the shop and you’ve gotten a quote from a mechanic.

Where things can get a bit more complicated is when your vehicle is not totalled, but does take enough of a beating that it’s going to knock a few years off its lifespan. This is the case when structural damage is sustained or when a major part of the car requires replacing.

Your insurance premiums are probably going to go up

One aspect that most drivers completely forget about when calculating the costs of a car accident is the fact that their insurance premium is likely to see a substantial spike in the next few months or the following year. This may be the case even if you weren’t at fault!

Different states have different laws when it comes to car insurance premiums and when an insurance provider may or may not raise coverage fees based on accident records. It may be substantial enough that you need to switch insurance companies completely. And if you were at fault, even partially, expect to lose up to a few thousand bucks in insurance costs and might be required to purchase SR22 insurance in the next few years.

What to do after an accident

Dealing with insurance companies can be an overwhelming experience, especially in the aftermath of a traumatic event like a car accident. It’s crucial not to feel rushed into accepting any settlement agreements that might offer a quick payout but fail to cover all your future expenses. Hiring an experienced car accident lawyer can expedite your compensation process.Having a skilled attorney represent you when dealing with insurance companies may lead to a higher settlement offer, even if you ultimately decide not to take your case to court. Try searching for a car accident lawyer near me, because having professional legal guidance can ensure that your rights are protected and that you receive fair compensation for your damages.

The 4 Best Alternative Investment Strategies

Everybody knows that you need to have a diverse portfolio to hedge yourself against an economic crisis. The more you spread out your risk, the better. The one problem is that many people simply make the same type of investments and consider that spreading out the risk.

While that can be a valid strategy, there is another strategy that often goes ignored. Alternative investments are an excellent way of spreading out your risk since they are not always as affected by the stock market or economy as a whole.

Some of these types of investments are an excellent way to park your assets to protect them from a turbulent market. Or, you could be looking for some good income asset examples that pay you dividends that you can live off of even when the economy is not looking good.

In this article, I will go over several alternative investments that may seem strange but could prove to be the insurance that you’re looking for when it comes to protecting your money.

1. Wine shares

 Yes, wine is a commodity just like many others with one exception. There are people that will pay top dollar for a rare wine to complete their collection. Not all wine is meant to be consumed. Some rare vintages are simply for some people to show off.

When you consider that there is only a finite amount of wine in the world and of that a very small amount is considered fine and collectible, you can then understand how it has such a high value.

If you’re a wine buff and love the finer things in life then this could be an investment strategy that gives you a lot of pleasure in addition to the dividends. It’s not at all necessary to be involved in the wine world or even like to drink it for this to be a sound strategy, however.

You can simply invest in wine stocks just as you would in any other commodity. There are wine investors with whom you would buy shares and then get your returns just like with any other type of investment like housing shares or something similar. 

2. Fine art

 They say that money doesn’t create taste. Why is it, then, that so many wealthy people have a lot of artwork? Did they suddenly become connoisseurs once their bank account hit a certain amount?

Though many people will develop a love for art as they mature, the simple answer to those questions is that they are buying fine art as an investment and not just because they like how it looks in their living room.

Just like with wine investing, you don’t need to appreciate art or want to have it in your home or safe. You can also buy shares in fine art in which you purchase a fraction of the value of a particular artwork. This makes it affordable for anybody to invest in art.

If you do have the means, however, going to a high end auction and buying a rare piece can be quite a thrilling experience and may also look great in your home.

3. Commercial real estate 

Buying real estate as an investment may not seem like an alternative strategy since it is as old as time itself. For millennia, people have been buying up property and selling it for a profit.

The difference here is that you are buying shares in commercial real estate development and not buying the actual properties yourself. This spreads out the risk and you aren’t supposed to be an expert on the type of property or timing of the buying and selling.

It’s just like buying shares in a company and then collecting dividends from the profits. If you did buy the property yourself and rent it out or try to flip it then you could make a bit of passive income but likely you’re going to just have a place to park your money for a while to protect it. Buying up commercial real estate during an economic downturn means that the property is not exactly liquid. Which is why real estate shares are more attractive. You can sell them whenever you want.

4. Investing in startups

 This is possibly the most volatile of the strategies suggested in this article. If you are not risk averse, it could be a very good way to make a considerable amount of money. Being on the ground floor of a winning startup could be the equivalent of being one of the first investors in Microsoft or Apple back in the day.

Be sure to understand the industry the startup is in and be an expert on what the company seeks to achieve. If you know nothing about tech, then buying initial shares of a software company is probably not a good idea.

Distribution oversight – Challenges of global distribution

By Pino-Sun Becker LL.M

Similar to “Know your customer” (KYC) principles, “Know you distributor” (KYD) has paved its way into global markets with the aim to ensure products are distributed in the jurisdictions agreed with the product manufacturer using suitable sales channels to attract appropriate investors. Thus, to know your distribution partners is essential in today’s fund industry, not only for regulatory reasons, but above all to avoid reputational damage or legal consequences.

What is Distribution oversight?

Distribution oversight is defined as the practice of monitoring, assessing, and reviewing the respective distribution channels within a network to ensure compliance with oversight requirements posed by regulators.

This requires a system comprised of specific tools and procedures to continuously assess, monitor, and review a distribution network, whilst being capable of responding to events triggered by changes in regulation, market development or within the network itself.

Basic requirements are:

  • A complete and comprehensive understanding of the laws, regulations guidelines and standards applicable to the countries in which the network operates.
  • A method of obtaining the necessary information. i.e.: what regulators require and the specific information of importance to the clients using the network – not only for regulatory, but also strategic purposes.
  • Consider the client impact – conducting a full audit on a distributor may give the security of having done everything possible with regards to distributor vetting, however it is costly, inefficient and a hindrance to market access. The challenge is to find a balance between the detail and type of information you require, whilst minimizing the burden for the client and your own resources in providing the data to you.
  • An assessment method: Obtaining a great deal of raw data from a distribution network is only the first step. You then must be able to distil the vital points from the data and highlight what is essential and come to reasoned conclusions.

Over the past years one could see a growing trend towards specialized outsourcing, as opposed to the development of inhouse solutions. Especially when talking about distribution.

  • In recent years, regulators have enforced ever more strict requirements for IFMs when engaging in distribution activities. In reaction, these aim to mitigate their risks whilst trying to minimize expenses by turning to specialized service providers.
  • Service Providers which have had a chance to establish themselves within their playing field, obtained the necessary experience and know how – are aware of trends within the market and know how to respond to clients and their respective regulators requests are highly sought-after.
  • ACOLIN was lucky enough to spearhead many distribution oversight efforts for its clients when it started to become an issue of real importance back in 2015. Having not only an established network of distributors and partners, but also engaging in ongoing oversight activities and reporting back to our clients using our network, thereby giving them the insight and especially the security that their products were being distributed over a transparent network.
  • After all, the IFM retains the responsibility for the distribution of his products.

What can you tell us about the risk-based approach and its importance within distribution oversight?

The risk-based approach is a key principle within distribution oversight, which has really taken on form through the implementation of the European AML directives and their effect upon our industry.

It requires responsible entities, competent authorities and also countries to assess, and understand the (specifically) AML and CTF risks to which they are exposed in order to take appropriate mitigating measures in accordance with their specific level of risk.

  • In its core, this means that you must be able to understand not only the risks you are currently exposed to, but also how your profile changes through your business activities, especially – how your risk profile changes when doing business with others.
  • Translated to fund distribution this means an IFM must be able to assess and understand his own risk but also be capable of assessing and understanding the risks associated with selecting specific distribution channels. A well thought out method of distribution oversight is the answer – conducting a detailed risk assessment on the respective distribution channels and displaying these in a clear and transparent method to enable the IFM to reach the necessary conclusions regarding his risk profile.

The risk-based approach is a principle which gives ACOLIN the flexibility to efficiently use its resources and take actions to mitigate the greatest threats with regards to AML &CTF head-on.

Having mentioned before the impact AML law has had on distribution oversight – have you noticed any impacts with regards to the stricter UBO Identification requirements?

We noticed the impact these stricter requirements had not so much when they were implemented into the respective national laws, but we saw much more of a reaction by IFMs when it became apparent how these requirements were being enforced by regulatory bodies.

When we started of really building a system of distribution oversight, conducting a due diligence on a regulated entity could be a real challenge. We were viewed as mistrusting our own clients – doubting their reputation and adherence to law. Slowly a shift became apparent and there was a period in which entities appeared to surrender to their fate, having recognized that bowing to this formalistic hassle had become inevitable – a sentiment which often still resonates in the background.

So, the question remains: how do you view these requirements?

  • As an administrative burden to keep regulatory authorities off your back?
  • Or do you view them as a tool to help you understand, where your products land, who is ultimately profiting from them and what risks you are incurring from doing business with them?

Whilst some EU Member States have been more or less successful in implementing the necessary mechanisms for proper UBO identification, verification and monitoring, I believe we are nevertheless seeing a shift in the way we understand and use this data, to better understand the business we are conducting.

You mentioned the importance of transparently and clearly reporting the information obtained through distribution oversight. Could you elaborate on this?

The priority of the IFM is to understand what is going on with the distribution of his products.

This is the basis of oversight reporting – understanding what the IFM needs to know in order to understand the distribution network and oversight measures exercised upon it.

Now recently we have seen a shift through a specific reporting duty introduced in Luxembourg through the supervisory authority CSSF by their circular 18/696. Effectively, IFMs had now been asked by their regulator: “Show us specifically where and how you have distributed your products, how you have identified and monitored your distribution channels and applying the risk-based approach, what this means to you.”

It would be a lie to say most IFMs and respective global /main distributors in Luxembourg were not panicking at least a little bit at these new requirements.

The onus now lies on those engaging in distribution oversight to report on their risk-adjusted monitoring measures, considering where specific distribution activities took place of a specific product.

Resulting from this and observing the challenges our clients face, we were able to leverage our oversight reporting capabilities to also meet the specific requirements imposed by the CSSF Circular 18/698.

How do you see distribution oversight changing in the upcoming years?

Right now, we are seeing a lot of initiatives being taken. We are seeing regulators interpreting provisions differently, we are seeing service providers popping up trying to take a piece of the cake and we are seeing a lot of insecurity and uncertainty.

To counter this effect, standardization and harmonization measures are being deployed.

  • On the one hand side we are seeing industry associations trying to standardize the way we monitor distribution.
  • Regulatory authorities are closely looking at each other’s initiatives and we will have to see which come out on top.
  • On a European level, the dispersion caused by regulatory initiatives has been recognized resulting in a strong push towards harmonized measures across Member States whilst minimizing their potential for gold-plating.

I expect the topic of distribution oversight to remain of great importance, I believe we might see a continued shift of standardized measures and a common understanding of how we recognize and assess risk in distribution. I believe transparency and reporting will continue to grow. However, whilst this trend and the initiatives which carry it are clearly meant to be beneficial, it is important to keep in mind how these are to be realized, working to minimize uncertainty and unnecessary burden.

About the Author

Pino-Sun Becker LL.M., is Head of Group Compliance & Risk at ACOLIN Europe AG. In this function he is responsible, together with his team to manage distribution oversight on the ACOLIN DNM Network, comprised of over 400 distribution partners. His team is responsible for the group-wide KYC activities as well as all compliance and risk management tasks within the ACOLIN Group. Having studied at the universities in Maastricht and Lyon, where he obtained his LL.M, he went on to the Frankfurt School of Finance and Management to obtain a professional compliance degree (CCP).

While studying in Germany, he started his career at ACOLIN in 2015 where he was leading in the development of the due diligence/KYC process and the risk assessment method. Taking on more responsibility, he moved on to Deputy Head Compliance. In the period 2018 to 2020, Pino changed to a S&P500 listed US Asset Manager before returning as Group Head of Compliance and Risk to ACOLIN in 2020.

Competition for Sustainable Innovation: The Ericsson-Huawei case

By David De Cremer

A surprising news item hit the headlines of the telecom industry mid-November of 2020. That is, following the earlier actions of the US and the UK, Sweden barred telecom operators from using Huawei products in their 5G installations, but surprisingly, it was Huawei’s major rival Ericsson that spoke up against the ban. The CEO of Ericsson, Borje Ekholm, criticized the decision of the Swedish government as he felt that the ban violated the EU guideline that the need for national security has to be balanced with free competition. As he saw the ban as restricting free competition, he feared that innovation efforts will be slowed down eventually resulting in a delay of 5G delivery.

Ericsson as a competitor

This news hit the headlines because it is remarkable in a few ways. It was in 2012 that Huawei became the world leader in the telecommunication industry and they did so by overtaking the then leading company (in terms of sales revenue and net profit), which was Ericsson. Since then, Huawei continued its international development and today they employ more than 194 000 employees, operate in more than 170 countries and regions, and serve more than three billion people (excluding the US market). In the fiscal year of 2019 Huawei’s revenue reached CNY858.833 billion (US$122.972 billion) and CNY62.656 billion (US$8.971 billion) in net profit (in 2018 revenue reached CNY721.202 billion and CNY59.435 billion in net profit). They are currently leading the telecommunication industry, are second in smartphone sales globally and rank number 61 in the Forbes 500 list.

The major event that escalated the decision-making whether Huawei should be banned or not was without a doubt the arrest of the daughter of the founder Ren Zhengfei, who was the company’s CFO, in Vancouver, Canada. An international warrant, issued by the US government, argued that she violated US sanctions rules against Iran by letting Huawei do business with Skycom Tech – a company known to work closely with Iranian telecom firms (De Cremer, 2019). Since then the fact that Huawei’s founder, Ren Zhengfei, has a military background combined with international suspicions about Huawei’s supposed espionage activities led countries like the US, Australia, New Zealand and the UK to block local firms from using Huawei to provide technology for the installation of 5G mobile networks.

What Ericsson and Huawei share

Given the current international pressure on banning Huawei’s involvement in any 5G projects, it is remarkable that their major competitor speaks up on their behalf. Why is this the case and does this signal that both companies may have something in common when it comes down to understanding how innovation has to be promoted? In light of this question, the following quote of Ericsson’s CEO, Borje Ekholm, is an interesting one. He said: “I belong in that category that believes competition makes us on the longer term a better company. It may be painful shorter term but longer term it drives us to be more innovative and make better products for our customers” (Milne, 2020). The company Ericsson is thus clearly a big believer of the idea that competition in an industry is needed if one wants to make progress and innovate. It is competition that makes that each party will put in its best efforts. Huawei shares this philosophy as in its first two decades of existence, the company adopted primarily a competitive mindset to ensure they could survive among the international companies and state-owned (funded) enterprises present in China (De Cremer & Tao, 2015). Ren Zhengfei believes that it was the necessity to compete that Huawei gradually became a better service provider and thus drove directly the growth of his company.

But, what is very interesting is that both companies do not only believe in competition, but also in collaboration. In fact, when we listen to both the CEO of Ericsson and the founder of Huawei, we see that these are two companies that seemingly seem able to combine both competitive and cooperative urges with the goal to perform in better and more innovative ways. For example, Ekholm also noted that while Ericsson competed “heavily” with Huawei, they also collaborated on network standards. (Milne, 2020). And it’s not the first time that Ericsson and Huawei have found each other in light of a cooperative belief. In fact, the success that Huawei has enjoyed in Europe can be partly attributed to the way they developed cooperative relationships with their competitors, the most important one being Ericsson. When Huawei wanted to enter the EU market, EU officials initially wanted to investigate the anti-dumping act in relationship to Huawei’s products, but it were companies like Ericsson that ultimately stated that in their view Huawei was not dumping its products. It was this move that helped motivate the EU to allow Huawei access to the European market (Tao, De Cremer, & Chunbo, 2017).

Why cooperation and competition need each other

The tendency to combine two opposites (competition and cooperation) is clearly shared by both companies as the belief exists that without any competitors they themselves would also not exist because they would simply not grow and innovate anymore. As Ren Zhengfei once noted: “Huawei only exists because it has competitors”. Another reason that Ren Zhengfei often provides when it comes down to his perspective that cooperating with one’s competitor should be possible is the historical reference to the heroic tales of the Glorious Revolution that took place in England in 1688. Ren Zhengfei has a strong interest and passion for learning about historic events and one story that stayed with him was the overthrow of King James II of England by a union led by William of Orange in 1688. This event is referred to as the bloodless revolution because the victory of William of Orange was achieved without bloodshed. He is often quoted that it was this historical story that inspired him to embrace the idea that one can win and still be cooperative (De Cremer & Tao, 2015).

About the Author

David De Cremer is Provost ‘s chair and professor in management and organizations at NUS Business School, National University of Singapore. He is the founder and director of the Center on AI Technology for Humankind at NUS Business school; which is a platform developing research and education promoting a human-centered approach to AI development. Before moving to NUS, he was the KPMG endowed chaired professor in management studies at Judge Business School, University of Cambridge. He is named one of the World’s top 30 management gurus and speakers in 2020 by the organization GlobalGurus and has published over more than 300 articles and book chapters. He is also a best-selling author with his book Huawei: Leadership, culture and connectivity” having sold more than one million copies. His newest book “Leadership by algorithm: Who leads and who follows in the AI era?” came out in print in May 2020.

 

References

  • De Cremer, D. (2019). Hard-Wired to survive in the UC-China trade war. The European Financial Review, August-September, 7-11.
  • De Cremer, D., & Tao, T. (2015). Leading Huawei: Seven leadership lessons of Ren Zhengfei. The European Business Review, September/October, 30-35.
  • Milne, R. (2020). Ericsson chief hits out at Swedish 5G ban on Huawei. The Financial Times, November 18. Retrieved from: https://www.ft.com/content/d0399dd4-8a65-4102-ba07-cd71a2d0d505
  • Tao, T., De Cremer, D., & Chunbo, W. (2017). Huawei: Leadership, culture and connectivity. Sage Publishing.

“Ordinary and lawful recruitment” or Unlawful team move- issues to consider

By Wonu Sanda and Merrill April

In recent months two global investment banks found themselves embroiled in a public English High Court legal battle, with almost £6million at stake, over the alleged team move of six employees from Stifel Nicolaus to its competitor, Jefferies International. Such tussles are not unusual in the financial service industry, where substantial investment in a skilled cohesive workforce and nurtured client relationships are the driving engine of the business.

It is no wonder then that when employees defect or are recruited en masse to a rival competitor, the business will be keen to ensure damage limitation. This may include mitigating against the potential risk of client business following closely after the employees. In this article we discuss the range of legal and practical responses at the disposal of an employer faced with a team move and what they can do to protect against a team move in the first place.

What is a team move?

A team move is when two or more people coordinate to leave a business to join a competitor or set up in competition with their former employer. The team can comprise of senior managers, junior colleagues and sometimes support staff, usually led by one or more main orchestrator(s).

It is theoretically possible for a group of employees to move to a new company legitimately and lawfully, if handled carefully. However, often a team move will involve a degree of covert coordination with other team members, the new employer and sometimes recruitment agents acting as intermediaries to facilitate the move. It may also involve employees seeking to unlawfully remove, retain and misuse the employer’s confidential information for the benefit of their prospective new employment. As a result, team moves often risk the departing employees breaching various obligations owed by them to their former employer, such that they, the new employer and potentially the recruiting agents could find themselves at the wrong end of court proceedings.

Responding to Team Moves – legal options

An employer who suspects a team move is in progress, may wish to consider whether they can bring claims against the offending employees or potential new employer to thwart the unlawful conduct in its tracks or at the very least mitigate the harm to the business. This may involve swift legal action, including:

  1. seeking an injunction to force the employees to comply with their contractual restrictions and potentially prevent the team move from taking place until the relevant restrictions expire;
  2. seeking a court order to stop employees who have already breached their obligations from soliciting or dealing with clients, recruiting further team members, or even from joining the new employer at all for a period of time (this is known as a springboard injunction and is aimed at preventing the team gaining an unfair advantage from their wrongdoing);
  3. compelling the return of confidential information (delivery up);
  4. claiming damages as recompense for loss suffered by the business; or seeking an account of profits (where fiduciary duties, as discussed below, have allegedly been breached).

However, in order to establish the basis for such claims the former employer will have to show that the team members have or may have engaged in relevant unlawful conduct. For employees this is likely to be based on actual or threatened breaches of their express contractual duties, often found in employment contracts. For example confidentiality clauses, which usually prevent employees from disclosing or misusing confidential information. This could potentially include the employer’s database of client information or requirements, technical knowhow, or a business plan which could be damaging in the hands of a competitor. An employee’s contract may also restrict them from working for or having any interest in any other business during the course of their employment, without the permission of the employer (albeit there is usually a small exemption for holding a minor passive investment).

Additionally, directors and senior employees often have express duties of good faith to act in the best interests of their employer in preference to their own interests. This may require them to disclose their knowledge of a threatened team move, a colleague’s attempt to divert business and possibly ‘self-incriminate’ by disclosing their own wrongdoing to their employer. Equally, employee contracts may include garden leave clauses, which can be relied upon by an employer to, amongst other things, keep impugned employees away from the office (or virtual office) during their notice periods; isolate them from any remaining flight -risk employees; and prevent them from accessing the company’s email and internal systems. Further post-termination restrictive covenants (discussed below) may form the basis of potential claims.

Even if an employee’s contract does not contain any relevant express terms, an employer may nevertheless be able to rely on implied terms as the basis of a potential claim. All employees are likely to have an implied duty of fidelity and a duty not to misuse their employer’s trade secrets either during or after their employment (potentially an employer’s proprietary algorithmic trading models or financial information, for example). For directors and senior employees an added layer of obligation may be implied in the form of fiduciary duties, which are typically reflected in the express good faith duties mentioned above and which requires undivided loyalty (such that any threatened competitive activity would need to be disclosed to their employer).

Importantly, as Jefferies International discovered, it is not just the employees at risk of being sued. The new employer (and possibly recruitment agents) may also face being joined as defendants to potential legal action if they are unlawfully involved in the team move. This may include claims including but not limited to, inducement of breach of the employees’ contracts, conspiracy and claims related to the misuse of confidential information. Prospective employers should therefore take advice on their positions and ensure they are aware of and do not turn a blind eye to any obligations and any enforceable restrictions owed by their newly recruited employees to their former employer.

Responding to Team moves – practical action

As well as legal action there may be a range of time-critical practical measures that an employer may wish to take to try to stop or quell the potential adverse consequences of a team move. A typical response will involve obtaining specialist IT forensic assistance to conduct a forensic analysis of an employee’s emails or electronic devices and potentially uncover relevant evidence of a team move, for example revealing emails or mass downloads of company information. The employer will need to carefully check their policies and procedures to ensure they do not breach any obligations owed to the employees in the process. If an employee is put on garden leave, as mentioned earlier, or on restricted duties (if permissible under their contract) that time may give the employer the opportunity to gather such evidence with a view to putting roadblocks in the way of a potential team move.

Many employers may also consider trying to ‘turn’ the decamping team (or certain key individuals) to persuade them to stay with the company, by offering increased compensation and benefit packages, offering promotions or promising to address other concerns. Of course, many employers will also wish to prioritise safeguarding clients too, which may involve a ‘love-bombing’ campaign to bed down key relationships and deter clients from leaving for a competitor. Further, giving prompt written notice to employees and their potential new employer, of their obligations, restrictions and the consequences of breach may deter them from attempting any potential wrongdoing.

Prevention is better than cure

It is preferable for employers to consider and include well drafted restrictive covenant terms in their employees’ contracts of employment, as a protective measure against any potential team move, well in advance of needing to rely on them.

Relevant restrictive covenants can include terms to prevent employees for a period (typically up to 12 months) from joining a competitor, soliciting or dealing with colleagues and clients, and moving to a company that an ex-colleague has recently joined (an ‘anti-team move’ provision). Importantly however, employers should ensure they take advice and tailor the restrictions to their business and the employee, as only restrictions which protect a legitimate business interest (such as trade secrets, business connections and workforce stability) and which go no further than is reasonably necessary to protect those interests will be valid and enforceable. Employees and employers in some areas of the financial industry will no doubt be familiar with such restrictions, as their entitlements to equity benefits and incentives can often be conditional upon compliance with them. If an employee breaches their restrictions on departure they could therefore be at risk of the employer forfeiting their valuable benefits. If the recruiting employer offers to replace these lost benefits and incentives, additional issues arise as mentioned above.

Conclusion

For many businesses a team move, whether spearheaded by a predator competitor or resulting from an in-house uprising, can feel like the house has been gutted, leaving behind an empty shell. It may result in loss of talent, a new competitive threat and may ultimately be damaging for the business’s bottom line. When such circumstances occur an employer may have a range of legal and practical measures open to them to stop the team move train running away, apply the brakes and protect the business. But they will need to act quickly, and prudently and would be well advised to take specialist legal advice.

About the Authors

Wonu Sanda is an Associate specialising in partnership and employment law. She has advocacy experience in employment tribunal proceedings and regularly works with Partners to advise on a range of issues in employment and partnership disputes and exits, including enforceability of restrictive covenants in traditional partnerships and LLPs, discrimination, whistleblowing and jurisdictional issues.

Merrill April is a Partner specialising in employment and partnership law. She have developed an international employment law practice which covers both contentious and non-contentious matters and advise both senior executives and employers across a diverse range of sectors such as financial services and technology, and consisting of both listed and private companies. She advise UK PLCs on hires and departures at board level, and on contractual and other issues that arise throughout the employment relationship, including in relation to whistleblowing and data protection. She is an instrumental in setting up employment and HR structures to support businesses, and She work closely with HR consultants and in-house HR teams, finance directors and in-house lawyers to achieve this objective.

Home working or office working? There’s another option

By Michael Cockburn

Right now, every month brings with it another multinational company affirming their commitment to permanent remote work, from Twitter telling their staff that they can work from home “forever” to Pinterest cancelling their almost half-a-million square-foot lease in San Francisco. At the time of writing, the most recent public revelation was from Standard Chartered, which announced that more than half of their 85,000 employees would be allowed a choice of workspaces, including an option to “work near home” in convenient flexspace, with plans to roll this out to almost all of their staff by 2023.

This decision was dramatic for a couple of reasons. Firstly, unlike many other companies, Standard Chartered isn’t just giving staff the opportunity to work from home: they are the first to announce a massive use of flexspace. Secondly, unlike the many Silicon Valley companies announcing shake-ups to their real estate portfolio, banking has traditionally been far more cautious about remote work.

Over the last nine months, many column inches have been devoted to the benefits of remote work. But perhaps less attention has been paid to how this has specifically impacted the financial services industry. Yet the changes within this industry have been among the most significant. Prior to COVID, only 17% of finance and accounting professionals in the UK worked remotely once or more a week – half the national average.

Standard Chartered isn’t just giving staff the opportunity to work from home: they are the first to announce a massive use of flexspace.

Despite this previous reluctance, it has been adopted wholeheartedly by many in the industry – and it looks set to permanently change the way they work: in a recent PWC survey, 7 out of 10 financial services employers in the US said that they anticipated that 60% of their workforce would work remotely for at least once a week.

It’s also something that employees want: 86% want to continue to work from home for at least part of their working week post-COVID. 

There are a number of reasons why remote work has been so enthusiastically adopted by the industry. For employers, they have discovered the financial benefits of having staff work from home. The majority of bosses (69%) say their teams are as productive or more productive than they were working in an office – leading many to question exactly whether expensive offices are really worth the money. 

But this isn’t just about a better bottom line. At a time of great employment uncertainty, for some companies it can be a case of choosing between people’s jobs and pricey real estate: according to the Financial Times, Virgin Money is considering whether its back office staff should work from home most of the time, which might help save jobs when they shut offices in Leeds and Norwich.

Then there are the environmental benefits to consider. Most businesses are now being judged on their environmental commitments as well as their financial success. While financial services is not a polluter on the scale of some industries, being an employer to many people – many of whom have to make long commutes to a centrally located office – means that the sector indirectly contributes to a lot of pollution and carbon emissions. Encouraging staff to work from home dramatically reduces a company’s carbon footprint.

For employees, the commute is one of the main reasons they want to avoid returning to the office – and with good reason: the average British commuter spends 492 days and £135,871 on commuting over the course of their working life. There are several other financial benefits to remote work, as employees save money on everything from overpriced sandwiches to new work suits.

Tellingly, the second reason that financial services staff want to keep working remotely is so that they can work more flexibly, according to a Deloitte survey. More than 40% of those who have enjoyed working from home said they had valued the increased flexibility. Overall, working from home can greatly boost employees’ wellness, leaving them more time for friends, family and hobbies, as well time for eating, sleeping and exercising, which has a knock-on positive impact on their physical and mental health. 

However, as anyone who has worked from home over the past year can attest to, it isn’t all home cooked family lunches and long walks with the dog. As work has become a physical part of the domestic sphere, employees have struggled to clock off at the end of the day and to keep their work and personal lives separate. For all its issues, the commute did signal a physical and mental transition to and from work. 

Employees have struggled to clock off at the end of the day and to keep their work and personal lives separate.

This feeling is backed up by the evidence: the National Bureau of Economic Research has found that the average working day has increased by 48.5 minutes during lockdown – equivalent to two whole extra working days a month. When people can’t show they are working through their physical presence in the office, they are instead judged on the work they have produced, perhaps leading them to put in additional hours. 

In addition, many financial services staff say that the division between work and life has grown blurrier, with 1 in 4 saying that if they continue working from home, they will need clearer rules on when people are supposed to be working. 

All of this has implications for staff burning out and for employees struggling with mental health issues. 

This situation can be compounded by the fact that staff may be struggling without the structure of the working day or the social interactions with colleagues. Psychologists have found that the number of interactions we have a day predict how strongly we feel a part of a community. Without this, it’s easy to struggle with loneliness and isolation. 

Added to this is the fact that work from home disproportionately affects certain groups, most strikingly those early in their careers and parents. Younger workers are more likely to live in flat-shares where they might not even have space at the kitchen table to work, let alone a dedicated home office. They may be competing with others for internet access or private space to make calls. This impacts on the quality of their work as well as their individual happiness. And this is no small problem: in 2017 almost one third of American adults lived in shared households, defined as a household with two or more adults who are not in a relationship.

In addition, those early on in their career are most likely to need the office for the informal relationships that are developed there. Working alongside colleagues is how they learn about the company culture and how to do their job; it’s a lot easier to ask questions to the person sitting beside them than by sending off an email. Above all, in-person interactions are the best way to develop a network of contacts that will help them as they progress through their career.

Meanwhile for parents working from home can mean juggling parental responsibilities and a full-time job. This is particularly pronounced for those with young children. Although cute Zoom interruptions by kids too young to know better became something of a hallmark of lockdown, this is not a sustainable situation for working parents. The burden fell disproportionately on working mothers, with the Office of National Statistics reporting that they were only able to get one hour of uninterrupted work done for every three uninterrupted hours their partner worked. This is a particular problem for the financial industry where gender equality is still a long way off: women make up only 17% of Financial Conduct Authority approved individuals, a figure that has shifted little in the last 15 years. By leaning into home working for all, companies are a risk of only further exacerbating the gender imbalance.

Finally, remote working makes it difficult for everyone to collaborate. No matter how productive you might be working by yourself at home, everyone can agree that meetings of any degree of complexity are much harder through the medium of video call. If only for this reason, offices need to be a part of the world of work going forwards as a space where people can meet and collaborate.

The obvious solution to this problem is hybrid working, whereby employees work from home one or two days a week and in the office the rest of the time. This allows colleagues to come together to collaborate, as well as have an opportunity for social contact. Physical workplaces help people to restore a sense of work-life separation and unplug as they leave the office. 

Yet this solution does not solve the problem of those who struggle to work from home at all, such as working parents, early stage career employees or those who need a physical office for their mental health.

Physical workplaces help people to restore a sense of work-life separation and unplug as they leave the office.

All of which brings us back to Standard Chartered. Rather than just rely on the hybrid model of work from home and a central office, they are also giving employees the option to use “near-home offices” by working with flexspace providers. Flexible workspace means that the company does not have to maintain or run the space, but can instead rent as much or as little space as they need, even down to a single office work desk for one employee.

Like moving to a working from home model, this will enable Standard Chartered to end some of their longer-term real estate leases as they will require less central office space. This reduction in costs is likely to save money, even with the costs of flexspace memberships for staff.

However, it will also solve many of the issues with working from home, while retaining the advantages.

Using flexible workspace enables teammates to meet up in a convenient workspace, rather than all having to travel to the main office if they want to work together.

It also provides an alternative to employees who don’t like or can’t work from home, while at the same time eliminating the hated commute, saving employees time and money and reducing carbon emissions.

As many companies rush to downsize their office space and focus on work from home, they prioritise short-term savings while failing to think about the longer-term impact of this way of working. Companies that don’t address these problems now risk storing up issues for themselves in the long run.

Standard Chartered’s use of flexspaces is not just a compromise between using corporate headquarters and work from home. This represents a genuine alternative to both of these ways of working, taking the best of both options, while eliminating the negatives. Above all, it puts staff at the centre of the decision-making process: they are able to choose the workspace that works best for them.

The financial services industry is made up of many different roles, sectors and types of people, at different stages in their career. If working from home for the last nine months has taught us anything, it is that people live in very different circumstances and will react very differently to working from home. We should now apply this learning and rather than trying to enforce a one-size fits all approach, give employees options to suit their many and varied needs. Standard Chartered’s new way of working shows one way of providing this choice to its employees while still benefiting from the cost savings of remote work. It’s not the only solution and there are a raft of options, from turning corporate headquarters into hubs for meetings, to using on-demand desk booking tools.

As remote work continues to be a part of the financial services landscape, it’s likely we’ll see many other companies following in Standard Chartered’s footsteps and choosing a third way.

About the Author

Michael Cockburn is the co-founder and CEO of property technology company Desana. Desana is partnered with some of the world’s largest flexible office space providers, commercial property agents, and workplace consultants to respond to the evolving needs of enterprise companies’ real estate strategies. 

The Return of HMRC Preference

By Tim Carter and Helen Martin

After a year in which numerous businesses have relied on various forms of government support to stay afloat, many will be hoping that 2021 offers the chance to emerge from this period and resume some degree of normal trading. Certainly, the coming year will be make-or-break time for those businesses that have been most impacted by the pandemic – and as government assistance is wound back, the demand for working capital funding is likely to be high.

It is against this background that the re-introduction of ‘Crown preference’ comes into force. Effective as of 1 December, this brings in preferential treatment for HMRC in respect of certain tax debts when a company enters administration or liquidation, and is a major change to the order of priority in which creditors are paid out in a company’s insolvency. The key change is that HMRC will now be paid out ahead of lenders with floating charge security and all unsecured creditors.

The direct consequence of this will be a significant reduction in the amounts available to distribute in a company’s insolvency to creditors – both to secured floating charge lenders, and to unsecured creditors such as trade creditors and customers. It raises fears that the indirect outcome of the changes could be to reduce the availability of floating charge lending to businesses that may be struggling to obtain funds elsewhere, while also negatively affecting the likelihood of business rescue.

What has changed?

In a company’s insolvency, the order in which creditors are paid out of the company’s assets is set by legislation, and a lender advancing finance will seek to minimise its insolvency risk by ensuring that it comes as high up the ladder as possible. Typically (in England and Wales), a lender will take a fixed charge in relation to any assets over which the borrower does not need to have day to day control – such as plant or equipment. If the company were to go into an insolvency procedure, the lender would be entitled to the proceeds of sale of any fixed charge assets before any other creditors were paid out.

However, a fixed charge by itself may not be sufficient to secure all of the funding needs of a business, and in particular small-medium enterprises often have limited fixed charge assets. The lender will therefore also typically take a ‘floating’ charge over the remaining pool of the company’s assets, including items such as stock in trade and book debts.

Prior to the changes brought in on 1 December, only the expenses of the insolvency, limited preferential debts, and a ring-fenced amount for unsecured creditors (the “prescribed part”) would be paid out in priority to the floating chargeholder [see table below].

However, the Finance Act 2020 has made a substantial change to the pre-existing order of priority. HMRC now ranks as a ‘secondary’ preferential creditor in relation to certain debts including VAT, PAYE, Employee NICs and construction industry scheme deductions. In respect of any arrears relating to these taxes, HMRC will be paid in full before the floating chargeholder receives any return from the realisation of floating charge assets [see table below].

It is worth noting that not all debts owed to HMRC will receive preferential status – HMRC remains an unsecured creditor for taxes directly related to the business, such as corporation tax and employer NICs, and amounts due in relation to penalties and interest. Notwithstanding this, the effect of the new class of secondary preferential debts is to reduce the value of a floating charge dramatically. In cases where an insolvent company has built up substantial tax arrears, little or nothing may remain for distribution after the debt to HMRC has been paid – and the floating chargeholder and unsecured creditors will be left out of pocket.

The repercussions of this re-introduction of Crown preference on business finance are exacerbated by its retrospective effect. The new class of preferential debts takes precedence not just over floating charges created after 1 December 2020, but over floating charges whenever created. It therefore significantly elevates the risk level in relation to floating charge security which may have been taken some time ago, and well before the changes made in the Finance Act 2020 were on the policy radar.

Furthermore, it does not apply only to tax arrears built up over a specified period (for instance in the year prior to insolvency) but to all historic tax debts in the specified classes. The net result is that not only new lending, but also existing business funding is affected by what could be potentially a large reduction in floating charge realisations.

What challenges does this present for businesses?

The Government rationale behind this policy is that taxes which employees and customers have paid to businesses in good faith should be used to fund public services, rather than be distributed to creditors. The intention is to capture taxes which have been collected by a company on behalf of HMRC, on the grounds that the funds were never truly the property of the company to use in meeting payments to creditors. In its 2018 Budget briefing, the Government suggested that the increased tax revenue attributable to Crown preference could raise up to £185 million annually for public services. The Government has stated that this represents a small fraction of the SME lending market in the UK and therefore should not have significant impact on access to finance.

There can be no doubt about the urgent need for public funds at the present time. However, there are widespread concerns over the challenges posed for businesses and lenders by the elevation of HMRC’s status on an insolvency. The unfortunate outcome of the government’s decision is that the floating charge finance, relied on by many companies, may become harder to obtain or be subject to more onerous terms. Existing floating charge facilities could also be reduced in response, pushing some borrowers into default.

The businesses likely to suffer most are also those who are most in need of assistance, notably small to medium enterprises – particularly in struggling sectors such as retail, which rely heavily on floating charge lending to purchase stock. Such businesses may have benefitted from VAT deferral and possibly defrayed other tax debts (with HMRC’s agreement) to see themselves through periods of lockdown. Unfortunately, they could now find that this build-up of tax liabilities means that they struggle to access lending on reasonable terms, just as they seek to restart their business and adapt to new trading realities.

Lenders will have to assess both new and existing finance and security structures, on the basis of an evaluation of the borrower’s tax position potentially going back several years. This will impose an increased cost and administrative burden for lenders as they seek to gain a clear picture of a borrower’s liabilities in relation to the new class of preferential debts. No doubt the cost of such due diligence will ultimately be added to the lender’s fee, whilst the time involved in doing so could also delay the agreement of loan facilities. Meanwhile, pricing of lending secured by a floating charge is also likely to increase, to take into account the risk of floating charge realisations being reduced – or even wiped out altogether – by HMRC’s preference claim.

Will this cause more insolvencies?

Insolvency figures for the past few months have been artificially suppressed due to government support measures and restrictions on the ability to issue statutory demands and winding up petitions. Although further extensions of at least some of these measures into next Spring are possible, indeed likely, it is inevitable that we will see an uptick in insolvencies as and when they are eventually lifted.

The return of Crown preference will not itself be the cause of these company failures. However, pressure on directors will undoubtedly be increased if they face a funding shortfall, at a time when their company may already be struggling and facing an uncertain outlook. If lenders are unwilling to lend with the reduced benefit of the floating charge, then, in the absence of an alternative, this could lead to more insolvencies.

Meanwhile, the ability to rescue businesses, through procedures such as administration and company voluntary arrangements (CVAs), could be impacted. Increased insolvencies may rebound on other small businesses such as suppliers, particularly as the likelihood of there being any dividend for unsecured creditors is severely reduced.

Floating charge funding is often a key source of rescue finance, and lenders might now be less willing to lend in distressed situations, making it harder to rescue struggling companies. Meanwhile, CVAs, which are often used to restructure a company’s debts, will become difficult to achieve with HMRC as a preferential creditor, as it will not be possible to compromise their claim without their consent (which is unlikely to be given). Meanwhile unsecured creditors, who will be set not to receive any return due to HMRC’s prior claim, may simply not engage with the process as they will see little return. The consequence may be more companies falling into liquidation, as it is not possible to rescue them through other procedures.

What are the options available to companies?

UK Finance has estimated that the amount of floating charge financing available to companies will be impacted to the tune of £1 billion, which in real terms could represent a large number of businesses seeking alternative methods of obtaining funding. However, it may be that predictions of a large-scale funding crisis are overstated. Lenders have a number of other methods of protecting themselves from a borrower’s insolvency, which will no doubt be relied upon now that the value of their floating charge is compromised.

One consequence of this is that, as well as seeking to secure assets by way of fixed charge, assignment or trust so far as possible, lenders are likely to look increasingly to corporate and personal guarantees. Directors should be aware of the risk to their personal assets, given the heightened likelihood of any personal guarantee now being called upon in an insolvency.

Alternative forms of working capital financing exist which may ameliorate the funding gap – for instance the use of invoice discounting lines and invoice factoring. More complex structures may also be explored in relation to larger loan facilities, for instance separating liabilities or assets into ring-fenced special purpose vehicles (SPVs) within the group. However, the cost and complexity of such structures mean they are unlikely to be employed in relation to standard small to medium business loans.

A price worth paying?

It may be that, through alternative methods of securing corporate borrowing, the impact of Crown preference on company funding can be ameliorated. However, for companies already on the brink of insolvency, it is likely that it will severely impact the business rescue culture that has developed in the UK since the Enterprise Act of 2002 (which removed the old Crown preference).

With challenging times ahead for all, the unintended results of the introduction of HMRC preference may well prove to outweigh the relatively small boost to the public purse. It is hoped that flexibility and innovation in the lending industry will reduce the effects, but at present, it seems that the costs to business could be high.

About the Authors

Tim Carter advises on all aspects of restructuring and corporate and personal insolvency, including distressed business sales. His clients range from insolvency practitioners, corporates, stakeholders and other investors to directors and individuals. He has particular expertise in matters involving insolvency litigation.He joined Stevens & Bolton in 1995 as a trainee and initially qualified into the dispute resolution team, specialising in insolvency litigation. He led the firm’s cross-practice insolvency team in 2007 and became a partner in 2010. He currently (together with David Steinberg) co-heads the restructuring and insolvency practice.

Helen Martin is an Associate in the Restructuring and Insolvency team at Stevens & Bolton LLP. Having qualified and spent her early career in the restructuring and insolvency team at Clifford Chance. She later joined Sidley Austin as part of the insurance restructuring team. As well as general insolvency and restructuring experience, she has broad restructuring, corporate/commercial and regulatory experience in the insurance industry, particularly dealing with discontinued and legacy business.

Getting Your Business Ready To Withstand The [NEXT] Recession.

By Kanayo Okwuraiwe

It is a fact of life that recessions will occur every now and then, either on a national or global level. Thankfully, modern-day economists have come up with fairly reliable methods of determining the probability of a recession occurring or not in an economy. Perhaps the only uncertainty about them is the intensity with which they will occur and how long they will last.

Some American economic trends and authors have opined that there is likely going to be a recession by the end of 2021. While the US economy appears to be on a rebound from the economic lockdown that many states went into at the start of the COVID-19 pandemic, a popular saying tells us that things aren’t always as they appear.

The fact of the matter is that stock markets are very volatile, and they can sometimes signal an impending recession. There is currently also a trade war between the two largest economies in the world, while there is a threat that the EU might soon join that fray

There are also the uncertainties that hang in the air regarding the results of the US general election, and perhaps worst of all, is the fact that the pandemic is still very much with us and there are no guarantees that subsequent lockdowns will not be imposed. Any of these situations, individually or collectively, including other unforeseen negative events that are yet to happen, can easily become a recipe that triggers a recession.

The Great Recession of the late 2,000s greatly affected businesses and it safe to assume that the next one will do the same. In preparing for the next recession which is sure to come, small businesses, in particular, should start now to look into potentially trying to reduce its effects as much as possible, by strategizing and planning for that eventuality. To better understand what the looming recession means for business owners big and small, let’s take an in-depth look at what effects a recession has on businesses.

Effects Of a Recession On Businesses.

Small businesses usually experience setbacks that take them a long time to recover from during and after an economic recession. Perhaps because, unlike larger corporations, they usually don’t have the financial muscle and other resources to help them weather the storm.

However, over and above the immediate and direct negative impacts of a recession on a small business, there are often the longer-term and secondary effects that affect not just businesses, but the communities and families that house and own these businesses. These might include a deferment of educational achievements, an increase in poverty and personal debt, an increase in crime, personal bankruptcies, among others.

Some of the more impactful effects of a recession on small business include:

  • Reduction in sales revenue
  • Reduction in demand
  • Freeze in hiring and/or potential reduction in staff
  • Marketing constraints

During a non-recessionary period, some of the challenges that a small business might face include things like delayed invoice settlements, money that gets tied up in inventory, operational expenses, and more. During a recession with a slowdown in business activities, all these challenges and their effects obviously get exacerbated, which, if sustained, can make it difficult for the business to stay open.

The good news is that while there is nothing that a business can do to prevent a recession in the economy, there are things that they can do to potentially reduce the negative impact that such a recession can have on their business. If you cannot pay back a business loan interuption loan scheme, there are services to help you make ends meet.

Helping Your Business Prepare For The Next Recession.

1. Maintain and Nurture Business Relationships: The business relationship that you have with suppliers, creditors, and customers can be crucial in seeing you through the downturn of an economic recession. From relying on your loyal customers to keep patronizing your business through thick and thin, to earning the trust of your suppliers and creditors to the point where they would be willing supply you with the needed stock, raw materials, or finance when you most need it are just some of the things that can lessen the pain of a recessionary period.

Honesty and transparency, good communication and personal relationships, great products, and customer service, are just some of the necessary tools that can be used to make this happen.

2. Protect Cash Flow: The lifeline of any business is its cash flow. Preparing and staying on top of your cash flow projections, being frugal with business expenses as much as is possible, ensuring that customers meet their debt obligations to your business, while also building up a healthy cash reserve are just some of the things that can be done to ensure a healthy balance sheet during the time of plenty. This, hopefully, will give you a fair amount of buffer to withstand the lean times of recession when it comes around.

3. Marketing: One mistake most businesses make during a recession is cutting down on their marketing. This is perhaps the opposite of what you should be doing. On the contrary, several schools of thought and well-informed thought leaders have opined that such periods calls for a stepping up, or at least maintaining your marketing efforts.

Consumers will usually be looking to make informed changes to their buying or spending habits during an economic downturn. Investing in marketing that puts your products and services in front of them as capable of meeting their needs at such a critical time makes the most sense.

Also, there is also the risk that stopping or reducing your marketing provides an opportunity for your competitors to step in and fill in the gap. This is an advantage that they will potentially enjoy long after the recession has ended.

4. Diversify Your Business: Diversification is one of the cornerstones of any successful business. Whether in times of economic boom or bust any business that is able to master this art has a higher chance of success than not. The diversification of the revenue stream of the business can be especially important during a recession and can sometimes be the difference between the business staying afloat or having to shut down.

5. Avoid Unnecessary Expenses/Keep Debt to a Minimum: It has often been said that debt can sometimes be a good thing and for the most part this is true if that debt is managed properly and used constructively.

Debt can be used to grow a business and during an economic boom and this can be beneficial to it. However, if and when an economic recession comes along and your business has a rather high and unsustainable debt profile, it can easily spell doom for your business when your creditors come calling and you are unable to service your debt.

In such situations, while your business may have an ‘escape’ route if you have gone through the process of forming an LLC or any other corporate entity and, therefore, might have the option to file for business bankruptcy, it should be noted that there are instances where a corporate veil will be pierced and you may personally be held liable for any debt the business owes, more so if they have been personally guaranteed by you.

Similarly, cutting out unnecessary business expenses means that these monies can instead be reinvested into the business to increase sales or can be used to build up its cash reserves, both of which can make a world of difference during a recession.

6. The Workforce: Many business owners who have experienced it will tell you that there are few things worse than having to layoff employees who depend on you for their (and their families’) livelihoods. And yet, this is exactly what you may have to do during a recession if your business has not done many of the things spoken about in this article and anything else you can do to help you stay afloat during such times.

Perhaps the first thing that needs to be done to reduce the chance of this happening is to ensure that your workforce is always kept at an absolute minimum. Just because times are good and business is booming is no excuse to go on a hiring spree.

Hire new staff only when absolutely needed, and in many cases, you might find that you will be better served by getting your existing employees to take on more roles, training them for these new roles, and paying them accordingly, rather than hiring new staff.

And if you must increase your workforce, perhaps first consider hiring freelancers or contractors instead of taking on full-time employees. Freelancer platforms like Upwork and Fiverr have made finding such people significantly easier.

Doing this will keep your staff levels at a more manageable level and, consequently, when leaner recession times come around, you will not have an unnecessarily bloated staff level that you might have to let go to help the business stay afloat.

Also, whether you hire freelancers or full-time staff, always ensure that any employment contracts that they sign, and in fact any contracts that are signed between your business and any external parties are looked over by a good and experienced business lawyer to ensure that you would not be inadvertently putting your business in trouble.

In Conclusion

While there are no guarantees that if taken, these steps will ensure that your business will not go under as a result of a recession. What they do is ensure that it has a higher chance of surviving the negative effects of the downturn.

Following these steps will help to strengthen your business upon the looming or any other future recession. The stronger your business, the fewer risks you will have to endure during the economic downturn. It’s not all doom and gloom, however, considering that the United States has been on the track of growth for the past six years. Since 2009, the unemployment rate in the US dropped from a high 10% to an impressive 5.9%. The United States stock market is on a continuous high, and interest rates are significantly lower. The wise option, when threatened by talks of a possible recession, is to prepare for the unprepared.

About the Author

Kanayo Okwuraiwe is the founder of Telligent Marketing LLC, a digital marketing company that provides lawyer SEO services to help law firms grow their practices. Connect with him on Linkedln.

What is the Foreign Earned Income Exclusion for Americans abroad?

When you are an American citizen living abroad, there are many adjustments you have to make. Of course, you’ll need to get used to the language, traditions and culture of the country you are living in, but you’ll also need to align your finances with both your host country and the United States of America, including filing a US federal tax return.

The U.S. government has strict filing requirements relating to foreign investments, bank accounts and on global income. That’s because as an American citizen and taxpayer, you continue to have obligations to the U.S. after you moved abroad. Many of these requirements are not difficult to comply with, but you do have to be knowledgeable about them so you don’t find yourself in hot water down the road. Non-compliance can come with strict monetary, civil and even criminal consequences.

The majority of Americans living abroad, also known as expats, will be earning income during their stay. If this describes your situation, you should understand that according to the Internal Revenue Service (IRS), you will be taxed on their worldwide income.

However, that does not mean you will be double taxed – both by the country you are living in and by the U.S. The Foreign Earned Income Exclusion is an IRS provision that allows you to exclude your foreign earnings from income up to an amount that is adjusted annually for inflation. For 2020, that figure comes in at $107,600. Excluding this portion of your income will reduce your tax liability to the U.S.

Remember, you only qualify for the Foreign Earned Income Exclusion if you live outside the United States and earn wages or self-employment income for services performed outside of U.S. borders. If you live in America, but do business outside the U.S., the Foreign Earned Income Exclusion does not apply to you.

Of course, there are other eligibility requirements to claim the Foreign Earned Income Exclusion as well. The U.S. government wants to ensure that you live outside the U.S. for the majority of the year, so it has developed two ways to determine if a U.S. citizen’s tax home is outside the country:

  • The first is the Bona Fide Residency Test, which involves establishing that you did indeed live in another country during the calendar year
  • The second is Physical Presence T If you travelled back and forth between America and one or more foreign countries, to claim the Foreign Earned Income Exclusion you must prove that you were physically outside the US for at least 330 full days during any consecutive 12-month period in order to maintain your residency status

If you have fulfilled foreign residency requirements, or qualify through time spent outside the US, make sure your record-keeping is accurate. That’s because if you generate income that relates to services rendered both while you were in the U.S. and a foreign country, you will need to properly apportion the income accordingly so it can be tax appropriately.

To claim the Foreign Earned Income Exclusion, you should use IRS Form 2555. For additional tax requirements and information specific to your circumstances, always consult a tax professional for guidance and advice.

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