California Requires Many Foreign Corporations To Send Annual Financial Statements To Shareholders

AM logo with tagline

California is a net exporter of corporate charters, but it remains home to many corporations. As a result, the California Corporations Code has a preternatural concern with foreign corporations.

One example is Section 1501(a) which requires the board to cause an annual report to be sent to shareholders.  This report must include a balance sheet as of year end and an income statement and statement of cash flows for the year.  The statute doesn’t require that the statements be audited, but if an independent accountant has issued a report, then that report must be sent along as well.  If there is no report, then the report must include a certificate of an authorized officer that the statements were prepared without audit from the books and records of the corporation.  If the corporation has fewer than 100 holders of record (determined in accordance with Section 605), the financial statements need not be prepared in conformity with generally accepted accounting principles if the statements reasonably set forth the assets and liabilities and income and expense of the corporation and disclose the accounting basis used in their preparation.

The report must be sent not later than 120 days after the close of the fiscal year and must be sent at least 15 days (or, if sent by third class mail, 35 days) prior to the annual meeting of shareholders held during the following fiscal year.  Cal. Corp. § 1501(a)(1) & (2).

This requirement applies to domestic corporations, a term that embraces any corporation formed under the laws of California.  Cal. Corp. § 1501(g).  Thus, it includes corporations not formed under the General Corporation Law. See Cal. Corp. Code § 167.  However, a corporation with less than 100 holders of record (determined in accordance with Section 605) may include a bylaw provision that waives the annual report requirement.

The statute also applies to any foreign corporation if the corporation has its principal executive offices in California or it customarily holds meetings of its board in California.  Cal. Corp. § 1501(g).

Publicly traded companies are not exempted per se from this requirement.  However, corporations with an outstanding class of securities registered under Section 12 of the Securities and Exchange Act of 1934 will satisfy the annual report requirement if they comply with Rule 14a-16 (17 C.F.R. § 240.14a-16).  Cal. Corp. § 1501(a)(4).  [Note that this statute purports to include future amendments and this may give rise to a constitutional problem, see Why Incorporation May Be Unconstitutional.]

Here is a flow-chart describing the application of the statute.  This is probably a good time to remind readers that this blog does not provide legal advice.  There are other requirements in Section 1501 (including possible quarterly reporting requirements) that are not covered in today’s post.  Moreover, there are other nuances that I’ve not mentioned.

Article By:

 of

Sixth Circuit Upholds Michigan Law Which Bars Schools from Collection Union Dues

Barnes & Thornburg

The 6th Circuit in Bailey v. Callahan, decided Thursday, May 9, has vacated an injunction entered by the District Court and has upheld Michigan’s Public Act 53 which prohibits Michigan’s public schools from assisting in the collection of dues and service fees for unions. The Court summarized the Union’s First Amendment challenge to the statute in this way:

“Unions engage in speech (among many other activities); they need membership dues to engage in speech; if the public schools do not collect the unions’ membership dues for them, the unions will have a hard time collecting the dues themselves; and thus Public Act 53 violates the unions’ right to free speech.”

The problem with that, according to the majority opinion, is that this argument has already been rejected by the U.S. Supreme Court in Ysursa v. Pocatello Education Association, 555 U.S. 353 (2009). Moreover, the Court determined that Public Act 53 does not restrict speech and is not designed to specifically suppress speech by teachers’ unions. Finally, the Court, in two paragraphs, rejected the plaintiff’s equal protection argument.

The opinion incited a lengthy dissent from Circuit Judge Jane Stranch who contended that the majority “mischaracterizes the First Amendment interests at stake, glosses over key distinctions the Supreme Court requires us to observe, and averts its gaze from Act 53’s blatant viewpoint discrimination.”

With a 2-1 decision and a lengthy dissent on a Constitutional claim, one would think this is headed for an en banc determination by the full Sixth Circuit.

Article By:

 of

Second Circuit Certifies Smoking-Related Medical Monitoring Issue for Ruling by New York High Court

Beveridge Diamond Logo

cigarettes

In an effort to clarify the availability and scope of medical monitoring claims under New York law, the Second Circuit last week certified to the New York State Court of Appeals questions relating to whether smokers who have not been diagnosed with a smoking-related disease may bring a stand-alone claim against a tobacco company for medical monitoring. The Court of Appeals’ decision will likely have broad implications for toxic tort cases involving allegations of potential health effects.

The action was brought by long-term smokers who had not contracted lung cancer. They alleged that Defendant Philip Morris USA, Inc. knew that it was feasible to develop a less carcinogenic cigarette, but deliberately designed its product to deliver an excessive amount of carcinogens when smoked. As relief for their claims of negligence, strict liability and breach of warranty, the plaintiffs sought funding for a medical monitoring program to address their increased risk of lung cancer.

The Second Circuit affirmed Defendant’s motion to dismiss the smokers’ claims of negligence, strict liability and breach-of-warranty claims. Rather than dismiss the request for medical monitoring outright, however, the Circuit judges asked the Court of Appeals to consider whether, under New York law, a current or former heavy smoker not diagnosed with smoking-related disease may pursue an independent equitable cause of action for medical monitoring for such a disease. If the court determines that an independent cause of action for medical monitoring exists, the Second Circuit asked the court to then consider what the elements of that cause of action would be, what statute of limitations would apply, and when the cause of action would begin to accrue.

Although several New York courts have allowed medical monitoring damages as a remedy in connection with other claims, the Second Circuit noted that no New York court has directly addressed the questions it certified, and invited the Court of Appeals to expand on or alter those questions as it sees fit. Regardless of the result reached by the Court of Appeals, its decision in this matter will likely have far-reaching effects on the availability and scope of medical monitoring claims and remedies under New York law.

Circuit Court Upholds Michigan Public Act 53: Public Schools Prohibited from Collecting Union Dues

Varnum LLP

Responding to a challenge to the constitutionality of Michigan Public Act 53, which prohibits public schools from collecting union dues from employees, the Sixth Circuit ruled that the act is constitutional. The result of this ruling is that, at this point, public schools are statutorily precluded from collecting dues for the union under any bargaining agreement that was entered into, renewed or extended after March 16, 2012.

The plaintiffs, who are school unions and union members, argued that the act violates their First Amendment and Equal Protection rights.  The district court, agreeing with the plaintiffs, had issued a preliminary injunction barring enforcement of the law.  The Sixth Circuit reversed the district court, dissolved the injunction and remanded the case “for further proceedings consistent with this opinion.”  It is unclear whether any viable challenge to the statute remains for the district court to address or whether dismissal of the claim is now in order.

The 6th Circuit ruled that Public Act 53 does not violate the First Amendment.  The plaintiffs argued that unions need membership dues to engage in speech and if the public schools don’t collect the union dues for them, the unions will have a hard time collecting the dues themselves.  Therefore, Public Act 53 violates the unions’ right to free speech.  The majority opinion stated that the First Amendment prohibits government from limiting the freedom of speech, but it does not give the right to use government payroll systems for the purpose of obtaining funds for speech.  The court concluded that Public Act 53 does not restrict speech.  It “merely directs one kind of public employer to use its resources for its core mission rather than for the collection of union dues.”

Similarly, the Court decided that the plaintiffs’ Equal Protection claim fails.  The plaintiffs argued that Public Act 53 violates the Equal Protection clause of the 14 Amendment because it applies only to unions that represent school employees and not to other public employers.  The court held that there is a legitimate interest in this classification.  That is, the Michigan legislature “could have concluded that it is more important for the public schools to conserve their limited resources for their core mission than it is for other state and local employers.”

It remains to be seen whether the Sixth Circuit’s opinion ends the debate or if there will be continued challenge.

 of

Timely Performance Management in Avoiding Family and Medical Leave Act (FMLA) Liability

GK_Logo_Full-Color (CMYK)

© Vasilkov | Dreamstime.com

Managing the performance or conduct of an employee who has recently utilized leave under the Family and Medical Leave Act (FMLA) can be a legal minefield for employers.  If the poorly performing employee does not improve his or her performance upon return from FMLA leave, the employer may be hesitant to take further employment action against the employee for fear that the timing of the decision will create a risk of liability under state or federal leave laws.  A comparison of two recent court decisions serves as an important reminder that contemporaneously addressing and documenting performance or conduct issues as they occur can go a long way in protecting the employer from liability in a later FMLA retaliation claim.

In Benimovich v. Fieldston Operating, LLC, Case No. 11-CV-780 (S.D.N.Y 3-22-2013), the plaintiff, Galina Benimovich, took FMLA leave to undergo and recover from knee replacement surgery.  While on leave, the employer hired and trained a replacement.  When Benimovich learned that she had been replaced, she contacted the employer and offered to return from leave.  When the parties met a few days later to discuss the situation, the employer terminated Benimovich’s employment.

Benimovich subsequently filed a lawsuit against the employer alleging a variety of claims, including a claim that the employer had unlawfully terminated her in retaliation for exercising her FMLA rights.  The employer defended that its owners had actually decided to terminate Benimovich months before she took FMLA leave, but that they wanted to hire and train a replacement before firing her. The employer claimed its motivation to terminate Benimovich was poor performance, specifically inaccurate processing of payroll records, manipulation of time records, failure to issue accurate paychecks, and untimely payments to vendors.

The court denied the employer’s motion for summary judgment on the FMLA retaliation claim.  In allowing the case to go forward, the court noted that the temporal proximity between the leave and the termination was suspect.  However, the court also relied heavily on the fact that there was no written documentation substantiating Benimovich’s alleged performance problems or the owners’ decision to terminate Benimovich months earlier.  The court further noted that Benimovich’s performance was rarely, if ever, criticized.

Contrast the outcome in Benimovich with the analysis and decision of the Court of Appeals for the Eight Circuit in Brown v. City of Jacksonville, Case No. 12-1730 (8th Cir. 2013).  The plaintiff in Brown took FMLA leave from August 9, 2008 through October 18, 2008 to undergo hip replacement surgery.  A few months before going on leave, Brown received a written warning for insubordination.  Brown’s supervisors had also verbally counseled her regarding her performance on a number of occasions.

After returning from leave, Brown received another written warning for failure to perform her duties as purchasing manager.  Brown filed a complaint with the Equal Employment Opportunity Commission (EEOC), which led the City to conduct an internal investigation into Brown’s complaints.  The investigation revealed that Brown’s co-workers considered her to be a very negative presence in the workplace and felt they had to walk on “pins and needles” due to Brown’s attitude issues.  Additionally, the investigation revealed that Brown’s co-workers were able to adequately perform Brown’s purchasing duties during her absence.  The City concluded that Brown was creating a hostile work environment for her co-workers and terminated her employment for “failure in performance of duties” and “failure in personal conduct.”

Following her termination, Brown filed a lawsuit against the City alleging FMLA retaliation and a number of other discrimination claims.  On appeal, the Eighth Circuit approved of the lower court’s grant of summary judgment to the employer on Brown’s FMLA retaliation claim.  First, the court noted that the timing of Brown’s termination – eight months after returning from leave – did not raise an inference of discrimination.  Second, the court held that the undisputed evidence (which included written warnings) showed that Brown was warned about her poor performance prior to even going on leave.  Accordingly, the Court affirmed summary judgment in favor of the City.

There are a number of distinguishing factors that explain the differing outcomes in Benimovich and Brown – including the amount of time between the employee’s leave and termination.  Importantly, however, employers should also take note of the critical role that written warnings and performance counseling played in the Eight Circuit’s award of summary judgment to the employer.  The employer in Brown was able to justify its termination and avoid liability in a tricky situation because it had the written documentation and prior performance counseling to support its claim of poor performance.   Conversely, the employer in Benimovich was denied summary judgment because it had failed to document either the purported performance issues or the earlier decision to terminate.

No doubt, terminating or taking adverse employment action against an employee who has recently utilized legally protected leave rights is risky, and an employer should consult legal counsel before taking any such action.  However, these cases illustrate that proper documentation of performance and disciplinary issues is one of the most important preventative steps an employer can take now to reduce the risk of future liability.

Article By:

 of

Seventh Circuit Addresses Obligations Regarding the Interactive Process under the Americans With Disabilities Act (ADA)

SchiffHardin-logo_4c_LLP_www

A common scenario often faced by employers under the Americans with Disabilities Act (ADA) involves an employee’s request for time off as a reasonable accommodation. In Basden v. Professional Transportation, Inc., No. 11-2880 (7th Cir, May 8, 2013), the Seventh Circuit U.S. Court of Appeals provides guidance in this area. There, the court explained that the employer was not liable under the ADA, even though it failed to engage in the interactive process, because the employee failed to show that the requested accommodation (a 30-day leave) would have resulted in her ability to perform the essential functions of the job.

Employee Two Weeks Shy of Leave Entitlement

Professional Transportation, Inc. (PTI) provides 24-hour ground transportation services. Terri Basden was hired as a dispatcher in June, 2007. After numerous absences in 2007 and early 2008, she received a verbal warning for absences in March 2008 and a written warning for further absences in April 2008.

Basden provided doctors’ notes reflecting that she had been referred to a neurologist with a possible diagnosis of multiple sclerosis after emergency room tests showed brain abnormalities indicative of the disease. After several job transfers, Basden was granted a request for a part time position on May 1, 2008. She incurred additional absences in May which resulted in suspension. While on suspension, Basden submitted a request for a 30-day leave of absence due to “complications due to medical illness (MS).” PTI policy provides employees with one year of service may be eligible to take a 30-day, unpaid leave of absence. However, Basden had not been employed for one year. PTI denied her request for leave, and thereafter terminated Basden when she failed to return to work following her suspension.

Employee Could Not Show Leave Would Enable Her to Perform Essential Functions

Basden sued PTI, claiming that PTI violated the ADA by terminating her instead of accommodating her request for 30 days leave, that PTI failed to engage in the interactive accommodation process required by the ADA, and that PTI did not show that the requested leave was unreasonable. The district court granted summary judgment for PTI.

On appeal, the Seventh Circuit first observed that an employee’s request for an accommodation under the ADA requires the employer to engage in a flexible, interactive process to identify a reasonable accommodation. In this case, the employee requested a 30-day leave that, according to the employer’s policy, she would have been eligible for with two weeks’ additional seniority. The court noted that PTI’s response to this request, specifically, failing to engage in an interactive process, denying the leave, and terminating her, was not an appropriate employer response under the ADA.

However, the court held that PTI’s actions did not violate the ADA. The failure to engage in the interactive process is not an independent basis for liability under the statute, and in any event, such a failure is actionable only if it prevents identification of an appropriate accommodation. Thus, even if an employer fails to engage in the interactive process, that failure need not be considered if the employee fails to show that she was able to perform the essential functions of her job with an accommodation.

Here, PTI cited regular attendance as an essential function of Basden’s job. Yet, Basden did not demonstrate that she was able to come to work regularly at the time of her termination, or that her regular attendance could have been expected either following the requested leave or with any other accommodation. Therefore, the court held, summary judgment for PTI was appropriate on the ADA claim despite any shortcomings in PTI’s response to Basden’s request. (Basden also alleged violation of the Family and Medical Leave Act, which the court also affirmed summary judgment on because Basden had not worked for PTI for 12 months at the time of her leave request and thus was not eligible for leave under the statute.)

Identify and Document Essential Functions

Of course, employers should continue to comply with their obligations to engage in the interactive process. However, as this case suggests, the obligation to explore and provide accommodation does not necessarily extend to accommodations that are or would be futile and would not enable the employee to perform essential functions. This case highlights the importance of well-written job descriptions that clearly set forth essential job functions. An employer’s identification of and ability to prove essential functions of the job can be used to guide the interactive process and its obligations to provide accommodation under the ADA, and can play a key role in defending a lawsuit under the ADA.

U.S. Citizenship and Immigration Services (USCIS) EB-5 Engagement with Securities and Exchange Commission

Sheppardlogo

On April 3, 2013, representatives from the Staff of the Securities and Exchange Commission (SEC) participated with the U.S. Citizenship and Immigration Services (USCIS) in an EB-5 stakeholder conference call opened by Rob Silvers, counsel to the USCIS Director Mayorkas.  Present from the Staff were representatives from four Divisions – Corporation Finance, Trading and Markets, Investment Management and Enforcement.  The call was intended to provide general information to stakeholders.

In general, the Staff members confirmed the application of various securities laws to EB-5 programs.  For many in the EB-5 industry, the views expressed will be unwelcome news, as many have been operating under the assumption that some or all of the securities laws that apply to other investment programs do not apply to EB-5 programs.  For experienced securities lawyers working on EB-5 programs, however, the call broke no new ground but did serve as a confirmation of the advice we have been giving our clients.

Some notes about SEC Staff Interpretations

The Staff members on the call provided the standard disclaimer given in every public talk — that the views expressed represented their own and not necessarily those of the Commission as a whole.  Despite this disclaimer, Staff members are careful in their public speaking, and generally speak only considered views that have been adopted by the senior leadership of the SEC.

When considering Staff interpretations, it is important to note the structure of United States securities laws.  Federal securities laws represent various statutes passed by Congress and amended from time to time.[1] These laws frequently call upon the SEC to adopt formal implementing regulations.  In addition, the SEC Staff routinely provides informal interpretations of the securities laws and the regulations through various means.  In addition, all fifty states have their own securities laws, known as blue sky laws, and except in limited instances of federal preemption, these blue sky laws apply in addition to the federal laws.  Experienced securities lawyers will advise clients based on all of these sources of law.  However, not all of these sources of law have the same legal weight, and in particular, the views of the Staff do not necessarily represent positions that would ultimately prevail in a civil lawsuit brought by the SEC or a private plaintiff, or in a criminal action brought by the Department of Justice.  Nonetheless, the Staff’s views are often persuasive in court, and at a minimum, one can expect substantial legal expenses and regulatory entanglement from operating in a manner contrary to Staff interpretations.

Various speaker notes

The Division of Corporate Finance representative confirmed that federal securities laws apply to transactions in securities.  The SEC noted that the definition of “securities” is very broad, and likely includes most if not all of the investment vehicles used in the EB‑5 program.  The Securities Act of 1933 provides that all offers and sales of securities must be registered with the SEC unless an exemption from registration applies.  EB-5 offerings are frequently conducted in accordance with two exemptions — Regulation D, applicable to private placements of securities, and/or Regulation S, applicable to sales to non-U.S. persons.[2] Each of these exemptions has a number of requirements that must be satisfied.  The representative discussed an important condition of Regulation D – the prohibition on general solicitation (for example, advertising, publicly accessible web sites or conducting seminars where the general public is invited).  The representative noted that the SEC has proposed regulations under the JOBS Act to lift the ban on general solicitation in certain circumstances, but until such regulations are adopted, general solicitation will disqualify an offering from Regulation D.  The representative could not predict when such regulations will be adopted.  The representative noted an important caveat that an exemption from registration requirements does not mean that the offering is exempt from other provisions of the securities laws.  In particular, exempt offerings are subject to the anti-fraud provisions of the securities laws.

The Trading and Market Division representative focused on the laws requiring persons engaged in the business of engaged in the business of effecting transactions in securities for the account of others to register as broker-dealers.  The representative expressed a broad view of the types of conduct that trigger the requirement to register as a broker-dealer.  The representatives stated that in general, if someone is involved in the sale and offering of EB-5 investments and is compensated based on the success of the offering – a “salesman’s interest” in the program – that person is most likely engaging in brokerage activities which trigger the obligation to register as a broker-dealer under the Securities Exchange Act of 1934 (1934 Act).  The representative also provided a very broad view of the jurisdiction of the SEC to enforce broker-dealer requirements for persons soliciting foreign investments.  In the view of the SEC Staff, any activities using United States means of commerce, such as telephone calls made from the U.S., are likely sufficient to invoke U.S. jurisdiction for activities that require broker-dealer registration, regardless of whether the investors are foreign persons.  In response to questions, the Staff representatives noted that:

  • the Staff does not believe that the Supreme Court’s decision in Morrison v. National Australia Bank, Ltd. limiting the extra-territorial application of another section of the 1934 Act is an impediment to their enforcement activities, and
  • the broker-deal registration laws apply equally to solicitation of issuers (as opposed to investors) from within the United States.

The Trading and Market Division representative also discussed the applicability of broker-dealer registration laws to persons employed by Regional Centers to conduct offerings for the account of the Regional Center, and the availability of Rule 3a4-1 as a non-exclusive exemption from registration requirements for such persons.

The Investment Management Division representative addressed applicability of the Investment Advisers Act of 1940 and the Investment Company Act of 1940 to EB-5 programs.  The representative noted that individuals and entities that do not fall into the broker-dealer category will often be required to register under the Investment Advisers Act if they provide investment advice for compensation.  The representative noted that anti-fraud provisions apply to investment advisors, and investment advisers have fiduciary duties to their clients, including the duty to disclose all conflicts of interest.

The representative also stated that Regional Centers which pool investments for third parties and that hold securities likely are investment companies that need to register under the Investment Company Act absent an available exemption.  The representative discussed three exemptions that might be available to Regional Centers:

  • the 3(c)(1) exemption for an investment company with no more than 100 investors that is not making a public offering;
  • the 3(c)(7) exemption for qualified purchases, who must meet a significantly higher net worth standard than accredited investors; and
  • the 3(a)(2) exemption for government securities, which may apply if the Regional Center is sponsored by a governmental agency.

The Division of Enforcement representative discussed the February 2013 enforcement action brought against the Chicago Convention Center project.  The representative focused on the allegations in that case that the defendants made false representations to USCIS as part of a scheme to defraud investors.  He noted that false statements about the ability of a project to create jobs may be fraudulent under the securities laws.  He also noted that anti-fraud provisions apply not only to misstatements but also to omissions of material information.

[1] Examples of amendments include the Sarbanes-Oxley Act of 2002, the Dodd-Frank Wall Street Reform and Consumer Protection Act and the Jumpstart Our Business Startups (JOBS) Act.

[2] The SEC did not speak about state blue sky laws, as those are outside the SEC’s jurisdiction.  However, we note that some states do not have any exemption for programs that are excluded from federal registration requirements under Regulation S.  This is currently a significant issue for programs that do not comply with Regulation D, such as by employing general solicitation in the offer and sale of the securities.

Article By:

 of

Women Lawyers Must Also ‘Lean In’ to Realize Their Career Dreams

After spending nearly two decades working in law firms, I have witnessed and experienced enough discrimination and recrimination to know from the front row the many challenges women lawyers face in law firms today.

Still a Way to Go

According to a 2012 National Association for Law Placement (NALP) survey on the demographics of equity, we should not be surprised to learn that 64% of male partners are equity partners while 47% of both women and minority partners were equity partners, a differential of 17 to18 percentage points. More dramatically perhaps, among equity partners, about 85% are men, 15% are women, and fewer than 5% are racial/ethnic minorities. (The minority figures include both men and women, so the three figures add to more than 100%.)

Among non-equity partners, the respective figures are 73% men, 27% women, and 8% racial/ethnic minorities. Finally, among all partners, the equity/non-equity split is about 61%/39%. Just over half of partners are male equity partners; just over 9% were women equity partners; and almost 3% are minority equity partners.

What these stats may convey to us is: 1) Caucasian males remain in the power seats; 2) women lawyers must step it up if we are committed to making a measurable advancement in their careers and quality of work environments.

Despite these figures, the ranks of women lawyers also must claim their role as well with not “leaning in” (Sheryl Sandberg reference intended) to clear the path for power and advancement in their legal careers.

In Sheryl’s book, “Lean In: Women, Work and the Will to Lead,” she says that we women are hindered by barriers erected by ourselves, as well as society (read law firms). “We hold ourselves back in ways big and small, by lacking self-confidence, by not raising our hands, and by pulling back when we should be leaning in,” she says, pointing out that women tend to internalize lifelong negative messages that say it is wrong to be outspoken, aggressive, more powerful than men. “We lower our expectations of what we can achieve,” she says. “We compromise our career goals … Compared to our male colleagues, fewer of us aspire to senior positions.”

Compound these troubling realities with the well-known fact that law school curriculum does not appropriately prepare law students in the business of law or how to build and grow a client base, and women lawyers have their work cut out for them, as we sometimes say.

Difficult, no doubt, but possible nonetheless.

Reality Check

Recognizing that women must prove themselves to a far greater extent than men do (2011 Kinsey Report noted that men are promoted on potential while women are promoted based upon past accomplishments), I suggest women learn from this and advance in spite of it.

Striving to be a “glass-half-full” individual, I know for sure that attitude is everything.

Assess your mindset toward building a prosperous practice to check your “atty tude” before taking the first action.

Do you believe in what you are doing? Are you resentful that you are placed in “selling situations”? Do you begrudgingly attend networking events? And, when there, do you not use the time productively? You are not alone.What we see very often is that women law­yers frequently behave from a position of fear, not confidence. If I had a nickel for every time I’ve heard, “I’m not good at xxxx,” I could buy an island in the Pacific somewhere. The question is not whether you are “good” or “bad” at any particular behavior or action, but rather whether you are willingto work at it.

This reminds me of a great quote byHenry Ford: “If you think you can do a thing or think you can’t do a thing, you’re right.”  It’s all in the attitude.

Leverage Your Strengths

As a gender, women are hardwired to cultivate and nurture relationships. We are born for relationships. Leverage this strength to turn everyday contacts into powerful business and client connections.

In our everyday lives, we constantly encounter people who may be in a position or have a connection to help us. The only way we will know is to engage…ask openended questions, offer to help, to connect, to listen. It’s really that simple. This is what we do each and every day for our partners, for our children, for our parents, and now is not too soon to take ahold of this natural ability of connecting to propel your legal career.

From a traditional business development perspective, consider the state of your network – how and how often do you get and stay in touch. Is our contact database organized, categorized and current? Do you have systems to implement and support our continual connecting efforts? Anything short of an “absolutely” and we suggest seeking out resources to check this off the “must-do” list of critical business development initiatives.

In contrast to the old cliché that lawyers must “eat what they kill”, I challenge you to adapt a “give to get” mentality. As you attack the crucial elements of building a prosperous practice with fervor, do so by discovering an attitude of abundance by sharing your skills and expertise. Be willing to “lift as you climb”, to reference a favorite phrase. Women so often regard each other as rivals instead of colleagues on similar journeys. Those women lawyers who take the time to help out a junior associate as she is finding her sea legs will find much more pleasure in a sometimes otherwise mundane work day or contract review or deposition preparation.

Make Your Network Work For You

As much as you cannot develop a prosperous practice without cultivating solid relationships, it is imperative that you define your network and craft an actionable plan to:

  1. Get and stay connected with former classmates; co-workers (past and present); non-client referral sources; clients (past and present); qualified prospects; professional contacts, etc.
  2. Attend with the intention of joining and becoming involved in targeted networking opportunities. Dependent upon your area of practice and the profile of your “perfect client”, you want to get and stay in front of those individuals who are in a position to retain you. To truly gain a firm understanding of who these folks are may require some research and professional guidance (another topic for another day).
  3. Raise your visibility and profile in front of the aforementioned “qualified target prospects”.

New Rules

Productive systems can be a savior to building a healthy practice wherein to organize and track your connections. They result from targeted networking and the ongoing steps one must take to consistently stay in front of your targeted audience.

The “new rule” of building a healthy practice is to accept that networking is NOT an event but a lifestyle. Clients may be right in front of you but if you are not looking (and more importantly, paying attention) for them, a successful practice may become elusive.

As my clients will attest, I continuously teach the imperative of developing a “marketing mindset” – – to pay attention to your environment, to others around you (even at your daughter’s ballet class or son’s Little League practice) and to always have your radar on high alert for prospective opportunities. Not just client inquiry or retention opportunities but strategic alliance and partnership opportunities. We do this by actively listening for business and legal problems in every day conversations of ours and those around us. This is a skill which requires discipline to develop and perfect. Believe me when I say, opportunities abound IF we are actively looking for them.

Design a Business Development Plan “That Works” For You

While women lawyers must work a bit smarter and harder than their male counterparts, the basics of business development apply to all. If you fail to plan, you are, in effect, planning to fail.

Craft your business development blueprint, a map, if you will, by capturing your specific action steps in a written plan. There is no magic to this document or even what it actually looks like, but make no mistake, you will see a measurable difference in developing a strong practice by creating and effectively implementing a written business development plan.

As you correctly guessed, this exercise requires some thoughtful consideration and gaining clarity of your career dreams and goals. There are a number of ways to accomplish this, but the quickest path would be to:

  1. Define your target audience (outline a visual picture of whom you want to attract)
  2. Find out where these targets go during and after work hours
  3. Outline steps to get on these targets’ radar and to achieve “top-of-mind” awareness

For the sake of the length of this article, I have skipped many of the details but the points above can be considered a part of your broad business development plan.

Clarity is key. To reference the late Steve Jobs, “The world is very noisy so we must be very clear about what we want people to know about us.”

One defining element that separates a business development plan that “works” from one that does not is this– your commitment to turning interactions into transactions by:

  • Having a written plan.
  • Accessing your resources (all and often).
  • Concisely communicating your needs. Do not be reticent in voicing what you need professionally.
  • Executing your devised plan to help accomplish your career dreams and goals.
  • Follow up, follow up, follow up with every person you encounter who may have a business need that you or someone in your network can help fulfill.

Too many times in my legal marketing career have I heard lawyers complain, “I tried public speaking and it really does not ‘work’ for me”; “Networking is not my cup of tea. I have better things to do than to attend an event at which I know so few people”.

My reaction is usually the same: Building a prosperous practice is not a “one-hit wonder”, meaning that no one action will win the day. In addition to being clear of what you are endeavoring to achieve, you also must you be committed to the process.

Anatomy of a Successful Business Development Plan

Essentially, there are two parallel tracks to a successful business development plan and attracting quality clients: through relationship and reputation-enhancing marketing tactics. These tactics may include public speaking and targeted networking, but also will involve:

  • Building a robust online presence (aka website, social media development).
  • Devising an aggressive public relations effort to raise your profile and visibility.
  • Getting involved in a professional/community/government association, among others.

Once you have taken the requisite steps to:1) Clarify your career dreams and goals; 2) Address your limiting internal barriers; 3) Define your network; 4) Develop a written business development plan; 5) Embrace and leverage your natural relationship builder, it is time to become the conductor of your business-development orchestra, ( journey).  Actively allow others to help you, to connect you with others who may be useful in achieving your professional goals. Relax and enjoy the actual process of getting and staying connected, of learning more about your clients’ industries, of being of service to others.

Relish in your unique ability to connect with others and your hard-earned legal skills to be the rocket boosters to your fulfilling and rewarding legal career. There is but one secret sauce to business development success and realizing your career dreams:

Consistent, persistent massive amounts of action over a prolonged period of time.

That’s it, in a nutshell.

Conclusion

As women, we’ve always had to fight harder, be more resilient, and press more than some of our counterparts. While the professional landscape is creeping forward slowly, let us forge on to meet our professional goals.

Article By:

 of

Emerging Insurance Coverage & Allocation Issues in 2013 – May 14th, 2013

The National Law Review is a proud sponsor of Emerging Insurance Coverage & Allocation Issues in 2013 Conference:

Perrin_May2013InsurCov

When:

Tuesday, May 14th, 2013

Where:

The Rittenhouse Hotel
210 W Rittenhouse Square
Philadelphia, PA

All in-house counsel and insurance professionals always complimentary at Perrin Conferences. Special Restrictions Apply. Registration fee is $895 and includes private website access to course materials, continental breakfast, refreshment breaks and networking cocktail reception. Group discounts available, please inquire.

The Legal Challenge to the SEC’s Conflict Minerals Reporting Regulations

Dickinson Wright Logo

In the 2010 Dodd-Frank Act, the United States Congress required, inter alia, the SEC to promulgate regulations requiring certain manufacturers to trace the sources of tin, tantalum, tungsten and gold that are contained in products they manufacture or contract to manufacture to allow them to report yearly to the SEC whether the products are “not DRC [Democratic Republic of the Congo] conflict free.” Conflict free was defined by Congress as meaning the products do not contain minerals that finance or benefit violent armed groups in the DRC or adjoining countries. Congress required the SEC action because “it [was] the sense of Congress” that the exploitation of conflict minerals from that region was financing armed groups that engaged in “extreme levels of violence” creating “an emergency humanitarian situation.”

Various industry groups lobbied heavily against the passage of the Dodd-Frank Act and later submitted comments during the SEC’s rulemaking challenging the proposed regulations’ due diligence and reporting obligations as unduly burdensome and costly. After considering the comments, the SEC, where it would not run afoul of the Congressional mandate, did reduce some of the burdens that would be imposed on industry. However, the SEC acknowledged that compliance with Congress’s intent precluded reduction of other burdensome aspects of the regulations. The SEC promulgated the regulations in August 2012.

In October, 2012, the National Association of Manufacturers, along with the U.S. Chamber of Commerce, commenced a legal challenge to the conflict minerals regulations. Since then, voluminous briefs have been filed by NAM and the SEC along with briefs by numerous interested groups. These briefs outline the parameters of the dispute and suggest that NAM faces an uphill battle.

The crux of the industry’s challenge is that the SEC failed to properly quantify the benefits and costs associated with the regulations and thereby acted arbitrarily and capriciously in promulgating them. NAM claims the reporting requirements will not aid the DRC and could cripple the region economically. It also claims that the SEC failed to agree to certain revisions that would have lessened the burdens and costs on business, like carving out a de minimus exemption for manufacturers whose products used only trace amounts of conflict minerals and predicating a burdensome due diligence requirement on whether a manufacturer had “reason to believe” that their products contained conflict minerals that may have originated in the DRC as opposed to whether the products “did originate” there. NAM asks the court to strike the entire regulation and send the SEC back to square one.

The SEC responds that it was not its responsibility to quantify the benefits of the regulations, noting that Congress had made that calculation and had determined that the benefits justified the reporting requirement Congress mandated. In fact, the SEC admitted it could not quantify the benefits because it lacked data to do so. Rather it performed a qualitative analysis. It also defends its rejection of NAM’s proposed revisions that would have reduced the costs of compliance. The SEC noted, and various members of Congress agreed, that Congress had considered and rejected the de minimus exemption because it would defeat the purpose of the rule. Congress concluded that thousands or millions of trace amounts can add up to a significant amount, the trade in which would undercut the rule’s purpose of stopping the flow of money to armed insurgents in the region. The second NAM proposal was rejected because in the SEC’s view, it would encourage willful blindness by industry. That is, if a business encountered a red flag suggesting the sources of its minerals were not conflict-free, it would investigate no further, so as to avoid a determination that they did originate there.

An interesting issue concerns the regulation’s imposition of the reporting requirements not just on manufacturers but also to those who contract for the manufacture of goods. NAM believes that this extension of the reporting requirements is contrary to the express language of Dodd-Frank. It supports its position through application of rules of construction routinely used in interpreting statutes and its argument is logical. However, former and current members of Congress came to the SEC’s aid on this issue claiming in their brief that they intended to include those who contract for the manufacturer of goods, again to prevent exemptions that would significantly undercut what the regulations sought to achieve.

Oral arguments are scheduled for May 15, 2013. It will be very interesting to see how receptive the panel from the DC Circuit is to NAM’s arguments. Asking the court to scuttle the entire regulation, the parameters of which Congress as a matter of policy framed, makes NAM’s challenge all the more difficult.

Article By:

 of

Powered by
►
Necessary cookies enable essential site features like secure log-ins and consent preference adjustments. They do not store personal data.
None
►
Functional cookies support features like content sharing on social media, collecting feedback, and enabling third-party tools.
None
►
Analytical cookies track visitor interactions, providing insights on metrics like visitor count, bounce rate, and traffic sources.
None
►
Advertisement cookies deliver personalized ads based on your previous visits and analyze the effectiveness of ad campaigns.
None
Powered by