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Taking your company global can supply resources, help the business grow and bring desirable technological development to other countries. To do it right, consider the obstacles and gather background information first.
If your personnel, products, partners and resources are mobilized for overseas expansion, you can overcome the bureaucratic, cultural and economic obstacles outlined in the previous article of this series. Read this one to learn the underlying conditions that foster success.
Know the advantages and disadvantages of different arrangements for doing business overseas, and the major legal issues arising from each, before you go global. Then, make sure everyone involved complies with your standards for behavior and performance.
Learn what a license really covers, what details to spell out and how to provide for accurate record-keeping, so as to prevent trouble later on. This article reviews the basic provisions, from boilerplate to bones of contention.
Design elements that build brand awareness for your business constitute its "trade dress" and can be protected by federal and state trademark laws. Learn how to enhance trade-dress protection and defend against infringement by competitors.
The decision to terminate an employee can be both emotional and frustrating. If not handled properly, it can also result in expensive litigation. These days, wrongful termination lawsuits are not idle threats. According to a recent study conducted by Jury Verdict Research, recently fired executives who sued are winning often and winning big.
When facing the prospect of litigation, entrepreneurs should be sure to explore all of the options beyond forging ahead to court. This tool is a series of checklists designed to help entrepreneurs conduct a litigation-focused cost-benefit analysis, such as deciding to explore settlement or alternative dispute resolution.
There's a very practical reason for a values-based, morally rigorous view of entrepreneurship. That is usually the only viable way for an entrepreneur to do business in the long run, the author asserts.
Compensating contract workers involves negotiating a rate that reflects skills and experience, paying in a timely manner, and possibly offering perks such as professional development, says the founder of a company that develops training manuals. A key is not to treat 1099 workers as employees, the author advises.
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