Business Interruption Insurance Claims

Business interruption refers to an unexpected disruption to the operation of a business. There are many reasons why businesses may suffer interruptions to their operations. Interruptions are usually the result of a catastrophic event, such as a natural disaster or possibly a pandemic such as COVID-19. When a business is not able to operate, the ability to generate revenue ceases or is drastically limited. Despite operational limitations, business obligations continue. Business interruption insurance, or loss of revenue insurance, provides a solution for businesses in these unexpected situations. What Is Business Interruption Insurance? Business Interruption Insurance is a form of insurance set up to support businesses in the event of a temporary ceasing of operations. This type of insurance is especially crucial for businesses relying on a physical location to generate income. Coverage plans operate to include replacement of lost revenue and payment of expenses when unexpected events require a business to shut down temporarily. The purpose of business interruption insurance is to place the business in the position it would be in had the interruption not occurred. While property damage is the most common reason for business interruption insurance, various scenarios exist that may result in an interruption to business operations. What Is Covered by Business Interruption Insurance? Business interruption insurance provides coverage for various losses that a business may suffer including: Actual losses: The loss sustained by the insured business resulting from the interruption to business operations is an actual loss. Business income: Business income is income the business would have received had the interruption not occurred. Period of restoration: Period of restoration is the time when business operations cease in order to repair, restore, or replace damaged or destroyed property. Period of restoration is applicable in situations where a natural disaster has damaged the business premises and business is interrupted until repairs are complete. Coverage plans offered under business interruption insurance assist in the following scenarios: Lost revenue. An example includes the loss of revenue suffered after substantial property damage closes a business while the owner completes repairs.  Rent or mortgage payments. If a business closes, rent or mortgage payments must continue even if the business is not operating. Relocation costs. Relocation costs refer to situations when a business must relocate to a new location due to an unforeseen event. Payroll. Despite the closure of a business, payroll obligations continue. Taxes. Payment of quarterly or annual tax obligations must continue, despite the business’s ability to generate revenue. Loan payments. Payments for loan obligations of the business. Property damage. Damage to the business premises. Other expenses. The insurance plan may outline specific definitions of “other expenses.” Policies may also include “extensions of coverage.” Extensions of coverage may include the following: Service interruptions. Service interruptions refer to damage to the sewer, electrical, water, telephone, or other utilities resulting in a disruption to business operations. Contingent business interruptions. Contingent business interruptions cover interruptions caused by losses of third-parties, such as suppliers. Leader property. This extension of coverage is applicable in situations where there is a loss, damage, or destruction to property not owned by the insured but that may affect the insured’s business. An example of a leader property is a large department store that attracts business to smaller stores in the same mall. Interruption by civil or military authority. This refers to situations where the government disrupts continuing business operations. This may be particularly applicable as many businesses are forced to cease operations due to COVID-19. When looking for business interruption insurance, you should choose a policy that  sufficiently covers your company expenses for more than just a few days. Prices of plans depend on the type of business seeking coverage. Higher risk businesses will likely have higher policy rates than businesses with a lower risk of business interruption. What Is a Business Interruption Claim? A business interruption claim is filed with the insured’s insurance company and details the specific request for coverage. A business must present the most recent income and expense reports, business history, and employee information. Most insurance companies require you to file specific documents to complete a claim. An essential element of any business interruption claim is the ability of the business to quantify the losses suffered by the business accurately. Accurate and up-to-date records of business operations are an essential element of any successful claim. These documents provide insurance companies with the detailed information needed to prove that a business did, in fact, suffer extensive losses as a result of the business interruption. How Are Business Interruption Claims Calculated? Business interruption claims intend to place the business back into the position it would have been in had the interruption not occurred. Business interruption insurance most commonly addresses losses in the following areas: Loss of profits due to the ceasing of operations; Additional expenses and the business’s inability to pay the costs due to loss of revenue; and Claim preparation costs to an attorney and accountant. A simple formula used to calculate business interruption claims is net expenses + continuing expenses + additional expenses = business interruption losses. Once calculated, it’s crucial to determine the extent of the business interruption insurance plan’s coverage. Any difference exceeding the plan limits will not be covered and is deemed a loss by the business. What Damages Are Recoverable from Business Interruption Insurance? Damages will vary from business to business, so careful calculation of the losses sought in addition to detailed records ensures a more successful claim. It is particularly vital for businesses to continuously maintain detailed income and expense reports, not just for the year in question, but from previous years. This useful information generates an accurate picture of the losses suffered from the business interruption by comparing the performance of the business to that of prior years.  In addition to income and expense reports, your claim should include property damage estimates and invoices, careful records of the dates of business interruption and commencement, and any other records related to your claim. How Can BrewerLong Help with Your Business…

What Employers Should Know About Working From Home Laws

The COVID-19 global pandemic has turned many business structures upside down. Nationwide, employers have notified their employees to work from home to slow the spread of the virus. Despite this change in structure, maintaining the productivity of your employees ensures the survival of your business. Employers must consider legal implications, procedural issues, and technological factors associated with this new telework environment. From payroll to tax considerations, if employers are advising employees to work from home, there are many issues to adapt to in the new workplace landscape.  Even when employees are working from home, employers must comply with the same federal and state laws intended to protect employees. Employment Attorney Kristi Benson What Are the Factors to Consider for Working At Home? There are several factors for employers to consider when determining whether the implementation of a work-at-home policy is feasible for their specific business. Making the Decision to Switch to a Telework Environment Employers should review their existing company policies and agreements with their employees and with third parties, such as customers, to determine if remote work is feasible for all or some employees. Does a telework or implementation procedure exist? If not, employers should prepare for clear communication with employees regarding expectations, reimbursement of any related expenses, and management of employee productivity. Employers should also internally review existing insurance plans and policy coverage data to determine if workers’ compensation and employee benefits, among others, remain in place despite the work environment change. Technological Factors Employees should be technologically equipped to work from home with internet connectivity, a computer, a printer, and other business-specific needs. Employers must consider whether privacy and data controls are sufficient to protect the business and any other private information. These may include the following: The implementation of added security measures to protect data and its transmission; The maintenance and storage of company data on company servers and not personal servers; and The requirement of all company communications conducted exclusively through company emails and accounts. It is important to consider the specific needs of your business in determining the level of privacy and controls you need. Communication with Employees Employers should provide defined expectations of employees working from home. It’s also a good idea to ensure clear communication channels to encourage employee communication with upper management. Employers should also confirm with employees how existing company policies, such as workplace harassment and employee benefits, extend into the working-from-home environment. Employee Agreement Where possible, employers should obtain a written agreement from their employees of the new telework policy. The agreement should covers the following points: Which employees are permitted to work from home; Employee expectations when working from home; Employee hours of availability; Employee understanding of the company procedures related to the protection of private information and general security; Monitoring of employee productivity; and  That the work from home policy is temporary and in response to the COVID-19 global pandemic. An employee agreement can help cement employee expectations and encourage continued productivity. Payment of Employees Rules regarding how you need to pay your employees vary depending on whether the employees are considered “exempt” or “non-exempt” under the Fair Labor Standards Act (FLSA). Exempt Employees As defined, FLSA exempt employees performing work outside of the office will earn their salary. These employees are exempt from overtime but will be paid for a full workweek if they performed any work during the week. If exempt employees did not work during a workweek, they need not be paid. However, if the exempt employees are directed not to work by the employer, then they must be paid their full salary. Employers must track the “type” of work exempt employees are carrying out. Monitoring procedures to measure productivity of exempt employees is essential, especially when employees are working away from upper management. Exempt employees must perform their primary duties to maintain their exempt status. Non-Exempt Employees Non-exempt employees are those that are paid on an hourly basis and are eligible for overtime pay. Employers must pay non-exempt employees the hours that they have worked. If a non-exempt employee does not work, the employer is under no obligation to pay. If non-exempt employees are called upon to work extended hours as a result of the COVID-19 emergency, employers may be required to provide extra overtime pay.   Even more so than with exempt employees, monitoring the hours of work completed by non-exempt employees is important because it can affect overtime pay and other benefits. Disability Considerations Employers must ensure that the same accommodations afforded to any employees with existing disabilities still exist when working from home. For example, if an employee has a disability that requires extended breaks, those considerations must be implemented even though the employee is no longer working in the office. As more businesses adapt their platforms online, accommodations should be made for employees with vision or hearing disabilities. The federal Equal Employment Opportunity Commission (EEOC) requires an employer to make “reasonable accommodations” for a disabled employee, including: Modifying work schedules and policies, Providing qualified readers or sign language interpreters, and Providing devices or modifying equipment. The EEOC ensures that employees with disabilities are able to work just like their co-workers. Business Expenses and Tax Considerations Employees may be able to claim their home office as a tax deduction as a result of mandated work-from-home policies. An employee may request a home office deduction if required by your employer and the employer pays no rent to the employee. If challenged by the IRS, the employee is required to show documentation that the employer required the employee to work from home. The home office of the employee must be exclusively used for work with no personal use at any time during the tax year. If an employer requires an employee to work remotely due to COVID-19, they may wish to consider reimbursing the employee for any new phone, internet, or other expenses incurred, if the additions permit the employee to telecommute successfully. However, they are not required to do so. By contrast,…

Modifying Child Support and Alimony Payments Due to COVID-19

State and Federal shelter-in-place orders due to COVID-19 have resulted in unprecedented interruptions to the economy. Many people have lost part or all of their income due to layoffs, furloughs, and business closures. Because of this, child support and alimony payment orders that depend on income are in question. Despite the current global turmoil, people must pay child support and alimony unless a court issues an order modifying the existing orders. Without a court order modifying or terminating child support or alimony payments, a motion for contempt may be filed against the individual behind on payments. When Can I Modify My Child Support or Alimony Payments? Florida permits courts to modify child support and alimony payments if the financial situation of the payor experiences a “substantial change in circumstances.” Modifications of child support and alimony orders are considered very serious; however, when the proper circumstances exist, modifications may be granted. To modify child support or alimony payments, you will need to file a petition with the court in the county where the case originated. A “substantial change in circumstances” must exist to warrant a modification of any existing child support or alimony orders. The change in circumstances must also be unforeseen. Nationwide, millions of Americans are experiencing substantial and unexpected changes in their financial situation due to COVID-19. Therefore, the inability to pay existing child support or alimony orders due to COVID-19 may warrant a modification. Your income does not need to have changed by any set amount before filing a petition for modification. However, in child support orders, the modification must result in a difference of $50 or 15% (whichever is greater) from the prior existing order. Whatever the reason, losing your job or being furlough for an extended period can have a devastating impact on your financial resources. The responsible thing to do in these situations is to evaluate your ability to continue to make child support and alimony payments in the same amounts that were determined in the past. Family Law Attorney Holly Derenthal What Is the Process for Seeking a Modification? Requests for modification of child support are likely to be granted if the modification serves the best interests of the child or children. Your supplemental petition to modify child support outlines the basic details of the case, specifically the purposes and facts surrounding the request for modification. Due to COVID-19, some counties may have closed their courthouses to non-essential hearings. Determining whether your situation qualifies as an emergency requires the review and support of an experienced family law attorney. How Can BrewerLong Help Me Modify My Support Obligations? Each county in Florida has different local requirements for a petition to modify child support or alimony payments. The process can be confusing, further complicated by the stress and uncertainty in the time of COVID-19. In Orange County, legal services are considered an essential business. BrewerLong attorneys continue to work in the office without interruption in serving client needs. Contact BrewerLong to learn more about your options for modifying your child support or alimony orders in the time of COVID-19. 

Breach of Fiduciary Duty

A fiduciary duty is a duty to act in the interest of another individual with respect to certain transactions, even above one’s own interest. A fiduciary is obligated to act in good faith and to act with care and loyalty toward those to whom they owe fiduciary duties. If you believe someone involved in your business has violated their fiduciary duties, you may have a cause of action to recover for any resulting damages. A knowledgeable business attorney can help you determine the best way to protect your business from a breach of fiduciary duty. Business partners, employers and shareholders must constantly trust that their partners, employees, or corporate officers will act for their best interest. Sometimes, these trusted fiduciaries put their own interests first, which can give rise to a legal claim for damages. Business Disputes Attorney Michael Long What Are the Breach of Fiduciary Duty Elements in Florida? To establish a breach of fiduciary duty in Florida, a plaintiff must establish the following elements: Existence of a fiduciary relationship, Breach of a fiduciary duty, and Damages caused by the breach. Once these elements are established, a plaintiff may recover compensations for losses sustained as a result of the breach of fiduciary duty. Fiduciary Relationship To prove a breach of fiduciary duty in Florida, a plaintiff must first establish that a fiduciary relationship existed. Common fiduciary relationships arising in the business context include: Business partners, Corporate officer/shareholder, and Agent/principal. Each of these relationships involves specific fiduciary duties of good faith, care, and loyalty. Breach of Fiduciary Duty The business relationships mentioned above give rise to specific fiduciary duties in Florida. These duties may vary depending on the type of relationship involved. But the crux of all these duties is that the fiduciary is legally required to act for the benefit of the individual to whom they owe a duty. Partners Business partners owe one another fiduciary duties under Florida law. These duties are specifically outlined by the Florida Statutes. They include duties to: Account to the partnership for any profits received from conducting partnership business or using partnership property; Not act on behalf of parties with interests adverse to the partnership; Not compete with the partnership; Not conduct business recklessly or with gross negligence; and Not intentionally engage in misconduct or knowingly violate the law in conducting business. Partners aren’t forbidden from all activities that further their own interests, but they can be held to have violated a fiduciary duty if they do not comply with their statutory partnership duties. Corporate officers Corporate officers have a fiduciary duty to the company’s shareholders. A corporate officer’s fiduciary duty in Florida requires them to: Exercise their powers in the interests of the corporation; Work for the benefit of all shareholders; Become informed of all material information that is reasonably available prior to making a decision; Not take illegal actions on behalf of the company; Disclose any conflicts of interest; and Obtain approval from neutral directors or shareholders for any transaction of the corporation in which the corporate officer has an interest. The Florida Statutes also generally require corporate officers to act in good faith and in a manner they reasonably believe is in the best interests of the corporation. Employees Employees also have a fiduciary duty to their employer. An employee may violate their duty by doing things like: Taking a business opportunity from the company; Stealing trade secrets from the employer; Engaging in a competing business; or Defrauding the employer. Employers can pursue legal action against employees who breach their fiduciary duties to the employer. Damages Various remedies may be available when a breach of fiduciary duty damages the individual to whom the duty is owed. A victim may seek both compensatory and punitive damages. A victim may also seek equitable relief, such as an injunction, an accounting, or disgorgement of profits. An experienced business attorney can help you calculate your potential damages and determine what types of remedies may be appropriate in your case. How Can BrewerLong Protect Your Business After a Breach of Fiduciary Duty in Florida? If you believe you have a cause of action for breach of fiduciary duty, contact the legal team at BrewerLong today. Our attorneys have extensive experience representing businesses of all sizes in complex legal disputes. Call us or contact us online to set up a consultation. We can answer your questions about the breach of fiduciary duty elements in Florida and help you determine a legal strategy to address your claim.

DBA in Florida

One of the first things to decide when you start a new business is what to name it. It is common for a business to advertise and operate under a different name from its legal one. However, Florida law requires you to register any alternate names so that the public is aware of who is actually operating the business. An experienced business attorney can help you with every aspect of starting your new business, including helping you comply with all rules for properly registering your business’s DBA in Florida. What Is a DBA? DBA stands for “doing business as.” In Florida, a DBA is also known as a fictitious name. A DBA allows you to operate your business under a different name than your own name (in the case of a sole proprietorship) or the registered name of your business. You can apply for a DBA when you first register your new business, or you can apply for a DBA later on if you decide to make changes to your business. A business can use a DBA to advertise, transact business, and open bank accounts. Why Use a DBA in Florida? There are various reasons a business might want to use a DBA. Sole Proprietorships Sole proprietorships often use DBAs because sole proprietorships are not a registered entity. If you want to operate your sole proprietorship under any name other than your own, you will need to register a DBA. For example, let’s say Chad has a sole proprietorship in which he builds and sells chairs. He would like to put up a sign in front of his shop and start taking out ads using the business name Chad’s Chairs. Chad would have to register Chad’s Chairs as a fictitious name. Registered Business Entities Other business entities, such as LLCs and corporations, would use a DBA if they wanted to start operating under a different name or if they wanted to operate multiple businesses without creating a separate entity for each business. For example, let’s say Chad sets up an LLC registered as Chad’s Chairs LLC and registers Chad’s Chairs as its fictitious name. After a few years, Chad’s Chairs has expanded its business and wants to be known for more than chairs. Rather than register a completely new business entity, Chad’s Chairs could apply for an additional DBA to start operating under the name Chad’s Fine Furniture. Or perhaps Chad’s Chairs just wants to expand its business by selling to customers online. To emphasize its web presence, Chad’s Chairs wants to do some of its advertising under the name Chad’s Chairs would then register as an additional DBA. Is Filing a DBA in Florida Necessary? If you intend to operate your Florida business under any name other than your own name or the registered name of your business, you must file a fictitious name registration. Because a company’s official legal name must include a business type designation—like LLC, Inc., or Co.—businesses that do not want to use that designation in marketing must register a DBA. Florida requires DBA registration to protect the public from business owners who might want to hide their identity behind an alias. Registration of a DBA allows consumers to search public records and determine which individual or business is behind a fictitious name. If you fail to file a DBA in Florida, you can be charged with a second-degree misdemeanor. This could carry penalties of up to 60 days in jail, a fine of up to $500, or both. Choosing Your DBA When selecting a fictitious name, it is best to choose one that is not already being used. You can search Florida business records to determine whether your DBA is being used by another business. Florida DBAs aren’t permitted to include business entity designations such as “LLC,” “corp,” “incorporated,” etc. Registering your DBA doesn’t protect your business name against other people using it. So if you want to have the exclusive use of your business name, you will need to register it as a trademark. This cannot be overstated: registering a fictitious name is not a substitute for federal or state trademark registration. You can register any name you choose, but using that name might infringe another business’s trademark rights. Likewise, your registering a name doesn’t prevent anyone else from registering the same name. Business and Trademark Attorney Ashley Brewer How to File a DBA in Florida Filing a Florida DBA involves several steps. We discuss them in detail here. Legal Notice Before you can file a DBA, you have to publish notice of your intent to register with at least one newspaper in the county of your principal place of business. The newspaper notice will likely cost somewhere between $30 and $100. Once it has run, the newspaper should send you a certification to confirm the publication. Filling Out a Fictitious Name Form Once you have published your notice with the newspaper, you can proceed to fill out your registration form. The form must include: Proposed fictitious name, Business’s mailing address, Name of the county where the business has its principal office, Names and addresses of business owners, Business’s EIN number, and Business’s Florida Document Number (for entities registered with the state). An owner of the business must sign the form, certifying that it is correct and that they have complied with the requirement to advertise notice of the intent to file. Filing Your Form You have the option to either file your form online or fill out a pdf version and submit it by mail to: Fictitious Name RegistrationPO Box 6327Tallahassee, FL 32314 The cost to file your form is $50. If filing your form by mail, you should make checks payable to the Department of State. If you file online, you will receive a confirmation email within 24 hours of posting your registration. If you apply by mail, you will receive confirmation by U.S. mail. Applications are generally reviewed and approved within a few days. Update Your Registration DBA…

Florida Firing Laws

Employees and employers alike may wonder: Can you be fired for no reason in Florida? The answer is yes. Florida is an “at-will” state, which means that in most cases, Florida firing laws permit an employer to fire an employee at any time with or without cause. The employer also doesn’t need to give advance notice of termination. Nevertheless, there are a few situations where firing an employee can get an employer into hot water, so it’s important to understand the limitations. Additionally, it’s important to understand legal obligations you may have to an employee after firing them. A knowledgeable employment law attorney can help you develop policies and procedures to ensure that you comply with Florida laws on firing employees. For an overview of those laws, keep reading. How to Fire an Employee Legally in Florida Because Florida is an at-will state, you can generally fire employees without cause or notice. As with any rule, however, there are exceptions. You cannot fire an employee under Florida employment law if termination is for an illegal reason or goes against the terms of an employment contract. Don’t Terminate an Employee for Illegal Reasons Although you can usually terminate an employee for any reason or no reason, some reasons are illegal. If you fire an attorney for one of these illegal reasons, you may face a wrongful termination suit from the terminated employee. Discrimination Federal and Florida state law prohibits employers from firing employees based on: Race, Color, Religion, Sex, Gender identity, Pregnancy, Sexual orientation, National origin, Age, Disability, or Genetic information. In addition to these categories, Florida law prohibits employment discrimination based on marital status or AIDS/HIV. Retaliation Federal law prohibits employers from terminating employees in retaliation for a number of protected activities such as: Filing a complaint or complaining to an employer about discrimination or harassment; Participating in a discrimination or harassment investigation; Requesting accommodations for a religious practice or disability; Complaining about unfair labor practices; Taking leave under the Family and Medical Leave Act (FMLA); Participating in a union; or Reporting hazardous working conditions. Florida has enacted additional laws that protect employees from retaliatory termination for things like: Reporting an employer’s legal violations; Participating in an investigation into alleged violations; Claiming workers’ compensation; or Reporting government waste or gross mismanagement (in the case of public employees). This does not mean that employees in these circumstances cannot be terminated for valid reasons. But employers should tread carefully in such situations because a disgruntled employee may allege that the purportedly valid reason is just a pretext for retaliation. Comply with the Terms of Employment Contracts Employees and employers can choose to alter their at-will relationship with an employment contract. This may contain provisions that require good cause for termination, a certain amount of notice, or other restrictions. If you fire an employee in violation of the terms of an employment agreement, you could be sued for breach of contract. Provide Proper Notice for Large-Scale Layoffs One other law you should be aware of is the federal Workers Adjustment and Retraining Notification (WARN) Act. This federal law requires you to give 60 days’ notice if you intend to lay off either 50 or more employees at one location or more than 1/3 of your full-time workforce. Florida Employment Law After Termination Florida laws on firing employees also require you to do a few things after you have let an employee go. Pay Remaining Wages Florida does not require you to pay a terminated employee’s outstanding wages immediately. However, you do need to be sure to pay them what they are owed by the next regular payday after they are fired. Provide Healthcare Coverage If you have 20 or more employees and offer optional group healthcare coverage, you have to allow the employee to maintain their coverage for up to 18 months following termination. This rule is governed by the federal Consolidated Omnibus Budget Reconciliation Act, commonly known as COBRA. Even though you have to allow the employee to continue coverage, you don’t have to pay for it. Unless you elect to subsidize COBRA as part of a severance package, the employee will have to pay both the employee and employer’s share of the insurance if they want to stay on the group plan. Pay Unemployment Benefits Unless the employee was fired for malicious conduct, they will be able to apply for unemployment benefits after they are terminated. Unemployment benefits will not pose an immediate cost to an employer, because they are paid for through reemployment taxes paid by the employer. However, your Florida reemployment tax rate is affected, over time, by the amount of benefits paid out for your former employees. BrewerLong Can Help You Comply with Florida Firing Laws Firing an employee is a straightforward business in most cases. But if you face issues of possible discrimination, retaliation, or breach of contract, Florida laws on firing employees can become complex. The particular situation involving an employer’s relationship with an employee before termination and the reason for termination is critically important to the employer’s exposure to a claim of wrongful termination. Talking with an attorney before terminating an employee is always best. Employment Law Attorney Kristi Benson BrewerLong is an employment law firm for employers. We take a proactive approach to help you avoid employment suits. We can help you develop procedures, draft policies, and even train your human resources team to help your business stay compliant with Florida employment laws. We can also defend you against wrongful termination, discrimination, breach of contract, or any other employment-related claim. Call us or contact us online today to learn how we can help protect your business.

Partnership Disputes Lawyer

Most people do not start a partnership expecting to get into disputes with their partners. However, just as with other relationships, business partnerships can go sour. Partnership disputes about finances, authority, or the business’s goals can make a partnership become unworkable. In other situations, one partner’s misconduct may put the business in jeopardy. You can head off many partnership disputes before they arise with a detailed and well-drafted partnership agreement. A partnership agreement can address things like: How profits and losses will be allocated, Rules for decision-making, What each partner will contribute to the partnership, Each partner’s responsibilities and authority, How to resolve disputes, and How to divide the partnership if it dissolves. In case of a partnership dispute, the partnership agreement will govern first. If the dispute relates to matters not covered in the agreement, then the dispute will be resolved based on provisions of the Florida Revised Uniform Partnership Act. The Partnership Act also governs disputes regarding certain statutory matters that cannot be altered by a partnership agreement, such as breaches of a partner’s duty of loyalty. A business partnership attorney can help you draft a strong partnership agreement that can help you avoid many types of partnership disputes down the road. But even with a good partnership agreement in place, you may find yourself in need of a partnership dispute lawyer to resolve various issues your partnership may face. Here are five of the most common reasons you may need a partnership dispute lawyer. 1. Breach of Fiduciary Duty Business partners have fiduciary duties of loyalty and good faith that cannot be waived. These duties are outlined by the Florida Statutes and include duties: Not to compete with the partnership, Not to violate the law or engage in intentional misconduct, To account to the partnership for profits and for the use of partnership property, Not to act on behalf of adverse parties, and Not to act with gross negligence or recklessness in conducting business. If a partner breaches a fiduciary duty, you may be able to obtain an injunction or recover compensatory and even punitive damages. 2. Expulsion of a Partner Sometimes a partnership becomes unworkable because of one of the partner’s actions. In such a situation, the other partners may seek to expel the troublesome partner. Expulsion is typically governed by the partnership agreement. The partnership agreement may permit expulsion of a partner for things like: Being charged with or convicted of a crime, Filing for bankruptcy, Engaging in professional misconduct, Failing to carry out obligations under the partnership agreement, or Breaching the partnership agreement. Florida law also permits expulsion of a partner by the unanimous vote of the other partners in certain circumstances, such as where it is illegal to continue in business with that partner. Or the partners may request a court order expelling the partner for wrongful conduct. 3. Disagreement About How to Run the Business Often, as a business develops, disputes will arise among partners regarding how the business should be conducted. Common disputes include issues such as: How to use the business’s resources, Who has the authority to make decisions, Which business opportunities to take, How to use the business’s profits, and What business objectives to prioritize. If you have a well-drafted partnership agreement, most of these disputes should be avoidable. Your partnership agreement should address all of these issues. However, you may not have a partnership agreement, your agreement may be incomplete, or you may have disagreements about how your agreement should be interpreted. If this is the case, you may need to reach out to a partnership dispute lawyer to help you resolve disagreements between partners about how to run the business. This might involve negotiating a new partnership agreement or amending your current agreement. 4. Breach of Contract Partners may enter into various types of agreements to govern their business and the partners’ behavior toward the business. Some of these agreements may include a: Non-disclosure agreement, Non-compete agreement, Employment agreement, or Partnership agreement. If one of your partners has violated the terms of a partnership contract, or if you have been accused of violating a contract, a partnership dispute lawyer can help you reach a resolution. 5. Breakup of Partnership Partnerships can break up due to any number of factors. Sometimes a partnership breaks down because of disagreements and conflict. In other situations, one partner simply wishes to withdraw from the business, becomes incapable of participating, retires, or passes away. Additionally, a partnership may terminate upon the expiration of a set term or when the purpose of the partnership is completed. No matter the reason for dissolution, the process can give rise to a partnership dispute about issues like: The value of a terminating partner’s share of the business, Whether a partner has violated terms of the partnership agreement, How to divide partnership assets, How partnership debts are to be paid, and Whether other partners will be permitted to buy out a withdrawing partner. As with issues pertaining to how the business is conducted, many issues relating to partnership termination may be resolved by turning to the provisions of your partnership agreement. But if there is no partnership agreement or if the partnership agreement does not adequately address issues of termination and dissolution, some of these issues can become messy. Regardless of your situation, it is a good idea to consult with a knowledgeable business partnership attorney when dissolving a partnership to ensure that your interests are protected. Not every dispute among business must end in litigation. Most disputes can and should be resolved among the parties outside of court. Having good legal representation on both side of a business dispute is often the best way to resolve the matter quickly and without escalation. Business Disputes Attorney Michael Long How BrewerLong Can Help The skilled partnership dispute lawyers at BrewerLong have years of experience helping Florida businesses with all types of business disputes. We can also help with every other phase of your business, from formation to dissolution…

Can 2 business have the same name

Can Two Business or Products Have the Same Name? You’ve come up with a clever name for your product or business and run a Google search on it, and there’s another product or business with the same name, or a very close one, in another state. But they haven’t registered the trademark with the U.S. Patent & Trademark Office. It may be tempting to go ahead and use the name because you like it and have become attached to it. In this scenario, you could use the name. The other company, with an unregistered trademark, only has limited rights, called “common law” trademark rights, which are not nearly as expansive as registered trademark rights. The company who first used the name and didn’t register it can only enforce its rights against others who use the name in the same geographic area where they have a certain threshold of market presence. Depending on the business model, including the extent of their online sales vs. a business that is only local (e.g. single location coffee shop), you can legally use the same name in another part of the country if they haven’t registered the trademark. But should you? Let’s look at a few possible scenarios involving the single location coffee shop: You Don’t Register the Trademark It’s been open in one location for 2 years in Virginia. They didn’t register the trademark. You’re opening a tea shop in Florida and decide to use the same name. At the moment, it’s unlikely either of you would have any cause of action against the other for trademark infringement, because unregistered trademark rights are geographically limited. A year after you open your tea shop in Florida, the Virginia coffee shop decides to start selling its ground coffee online and expanding its locations. It has a substantial number of customers in Florida, and they’ve realized they need to register the trademark. They register the trademark. Now, they have national rights to the name and can stop anyone else with a coffee shop (and probably a tea shop) from using the name, including you, because you started using the name in commerce after they did. After all the dollars you’ve invested in marketing your tea shop, you could be forced to change the name. You Register The Trademark Now let’s say you’re ahead of the game and you register the trademark for your tea shop as soon as you open for business. You now have national rights in the name . . . however, the Virginia coffee shop was using the name before you were. Even with your registered trademark, they can still use the name because they were using it first. You have trademark rights against anyone coming later in time than you, but never against anyone coming before you. And now the Virginia coffee shop wants to expand their business online and with new stores, moving into other states. If your registered trademark is less than 5 years old (meaning it is not yet eligible for incontestability), they can file a petition to cancel your trademark registration, file for registration themselves, and force you to change the name. Need Help with Trademark Registration? “No matter how much you like a particular product or business name, it’s not worth the risk of headaches and expense to use a name that’s already taken anywhere, whether they have registered the trademark or not.” According to trademark attorney, Ashley Brewer And besides, don’t you want to stand out in the market with a clever name that no one else has? Be original! It will pay off. Contact the intellectual property lawyers at BrewerLong today.

Florida Labor Laws and Breaks

Under Florida labor laws, breaks are not required. However, most businesses recognize that breaks make employees more productive. In fact, a recent study shows that the way workers structure their day affects productivity much more than the number of hours they work. When you are building a new business, it is important to consider how you want to handle employee breaks. You can encourage appropriate breaks and set expectations by including break policies in your employee handbook. As you consider how you want to treat breaks in your company, you may benefit from the advice of an employment lawyer. The employment attorneys at BrewerLong can advise you in developing policies that make sense for your company that comply with the law. Florida Break Laws With the exception of minors, who must receive a 30-minute break every four hours, employees do not have a legal right to breaks under Florida labor laws. Lunch breaks and rest breaks can boost employee productivity, however, so many companies offer them even though they are not required. Federal Break Laws Federal labor laws also do not require employers to provide breaks. However, if employers elect to provide breaks, they must comply with certain rules. Short Breaks If your company offers short breaks of 20 minutes or less, the company must pay employees for the break time. Additionally, employers must include the time allocated for these short breaks in calculating overtime. Longer Breaks You do not need to pay employees for longer breaks over 20 minutes as long as the employee is completely relieved from duty. However, if you require an employee to complete tasks or remain available for work during their lunch break, you have to pay them. For example, if you require your receptionist to remain at their desk to greet visitors during their lunch break, you must pay them for that time. Drafting Employee Policies About Breaks When you have a business, it is important to have an established policy regarding break times. A clear, written policy will help employees know what to expect and make it easier to enforce your policies consistently. Here are a few things you might consider including in your policy: How often employees may take breaks; How long breaks will last; How breaks will be scheduled; Whom employees should notify when they go on break; Whether employees may leave the premises during breaks; and Potential discipline for violation of break policies. “Having clear, written policies—whether they are in an employee handbook or some other form—is among the best ways for businesses to avoid disputes among employees” Employment Attorney Trevor Brewer Get Advice from a Florida Employment Attorney Even though Florida labor laws don’t require breaks, it is a good idea to consider what kind of break policy you want to establish for your company. The experienced employment attorneys at BrewerLong work exclusively for employers. We provide many services to help employers anticipate and head off potential legal problems. These services include drafting company policies and procedures and employee handbooks. If you want to learn more about how we can help you craft the right policies for your company, give us a call or contact us online for a free consultation.

Can an Employer Sue an Employee

If you are a small business owner suing an employee or former employee, you may have struggled to find good advice on how to go about it. There are plenty of people who advocate for employees’ rights. We frequently hear about issues relating to fair wages, discrimination, harassment, working conditions, etc. And there is plenty of advice out there for employees who want to sue their employers. But employers suing employees? You may have to look harder to find the answers you need. That’s where BrewerLong comes in. We are a full-service business law firm in Orlando, Florida. We can help you with every aspect of your business, including suing an employee who is hurting it. “Businesses put a great deal of faith in their employees. In situations where an employee harms the business, there might be good reason to sue the employee for damages to the business.” Employment Attorney Michael Long So let’s talk about a few of the ways you may be able to defend your business. Breach of Contract Florida is an at-will employment state, so for the most part, your employees have no contractual obligation to you. However, there are some situations where you may enter into a written contract with an employee. This is especially common with more highly qualified employees who are more essential to your business or who may be privy to trade secrets. So can an employer sue an employee for breach of contract? Yes. If your employee breaches a contract with you, it can cause your company to suffer financial loss. When this happens, you have the right to sue. The following are several types of contracts that you might need to enforce against an employee. Non-Disclosure Agreements Employees may have access to lots of proprietary information that you would not want to share with a competitor. Non-disclosure agreements, also known as confidentiality agreements, protect your trade secrets and other confidential information. Under Florida law, non-disclosure agreements are enforceable when they reasonably protect a legitimate business interest. You may have a non-disclosure agreement aimed at protecting things like: Marketing strategies; Product prototypes and company research; or Client or customer details. If an employee breaches a non-disclosure agreement, it can have devastating consequences for your company. By suing an employee for breach of a non-disclosure agreement, you should be able to get a court order preventing further disclosures. You may also be able to recover monetary damages if your business suffered losses as a result of the employee’s actions. Non-Compete Agreements Non-compete agreements limit an employee’s ability to work in a competitive business within a certain time after leaving your company. They serve many of the same interests as non-disclosure agreements, as they prevent employees from taking your trade secrets or your client contacts to another business. Further, they may help you retain employees that you have invested in. The legal requirements of non-compete agreements are similar to non-disclosure agreements in that they must be aimed at protecting a legitimate business interest. They also must be limited in duration and scope. This means that you can only restrict the employee from working for a competitor for a limited amount of time after they leave you. Further, the restriction should be limited to the geographic area where you conduct business. If an employee breaches a non-compete, you can ask for a court order precluding them from working in violation of the agreement. Non-Solicitation Agreements Non-solicitation agreements are another form of non-compete agreement. You can use them to prevent employees from trying to steal your clients and customers. This type of agreement may also restrain an employee from trying to induce your other employees to work somewhere else. Once again, Florida law requires these agreements to serve a legitimate business interest, and they must be limited in scope and duration. If an employee breaches a non-solicitation agreement, a court can order them to stop communicating with the people they are wrongfully trying to solicit. Employment Agreement Most of the time, there is no formal contract between employers and employees. Employment is “at will,” and either the employer or the employee can terminate the employment relationship at any time. However, there are some circumstances where you may elect to enter into an employment agreement. For example, if you have an employee with a rare talent that is valuable to you, you may want to offer them additional employment security. Employment agreements may include terms such as: How the employee will be paid; How long the employment contract will last; Reasons the employee may be terminated; Notice the employee may be required to give before quitting; and The employee’s responsibilities. Employment agreements also may contain non-disclosure, non-compete, or non-solicitation clauses. If your employee has breached an employment contract—for example, by failing to fulfill their employment responsibilities—you may be able to sue for any financial loss resulting from the breach. Theft or Destruction of Company Property If an employee steals or destroys your company property, you can sue them for conversion. Conversion is a civil claim based on someone wrongfully depriving another of their property. Damages for conversion are based on the fair market value of the property taken or destroyed. Your employee could also face criminal penalties if you choose to press charges for the theft. In this case, a court may order the employee to pay restitution by compensating you for the stolen items. Defamation What can you do if an employee or former employee is telling lies about you or your business? Can an employer sue an employee for defamation? The answer is yes. Defamation occurs when someone says something false about you that damages your reputation. To prove defamation, you must show that: The statement is false, The statement is negative, The statement was shared with a third party, The employee was at least negligent as to whether the statement was true, and The statement harmed you. Truth is an absolute defense to defamation, no matter how damaging the statement is. But you…