As we head to the new year, here is a round up from some fellow bloggers on contracts, cobra, wage disputes, patents, and oral agreements for limited liability companies.
The California Business Lawyer Blog offers a very detailed post about contractual relationships between manufacturers and suppliers. The focus is on well drafted agreements eliminating the fears and concerns of both sides.
A lot of talk about the AT&T suits in different states for $1 billion dollars for unpaid overtime. The suits picked up a lot of steam with a recent employee favorable ruling from the federal court in Connecticut allowing the claim to proceed as a class action. Rush on Business covers some tips for businesses to avoid these suits.
Just in time for Christmas, President Obama has extended the COBRA subsidy. Dan Schwartz’s Connecticut Employment Law Blog covers this topic in detail for employers.
Twin Cities Business Litigation Blog has an interesting post on concerns you might have as a shareholder of corporation that fails to follow corporate formalities. Gavin Craig gives examples of how a shareholder could be exposed to liability.
Anyone who frequently litigates matters involving limited liability companies will tell you that there is not much case law out there in Connecticut. It is still a developing area of the common law. Delaware law is often a good option for law in this area because these issues are more frequently litigated by volume in Delaware. A good resource is the Delaware Corporate and Commercial Litigation Blog. Two recent posts concerning oral partnerships and LLC agreements are just an example.
PatentlyO hits on some themes for 2010, including an expected increase in patent prosecution and litigation. They also have a cool picture of heat miser, a childhood classic.
Jeff Mehalic, author of the West Virginia Business Litigation Blog, writes a detailed follow up post to his coverage of the Connecticut dispute between Charter Oak Lending and CTX Mortgage. Jeff also comments about a post I wrote on the same case. The case remains significant as it is an example of what can go wrong when a business grows too fast and no written agreements are in place with employees.