Comments for Texas Small Business Law http://davidwillislaw.com/texassmallbusinesslaw A discussion of events affecting small and mid-sized businesses across the State of Texas. Wed, 05 May 2010 08:29:06 +0000 hourly 1 http://wordpress.org/?v=3.0 Comment on Surety Bonds For Small Businesses by surety bonds http://davidwillislaw.com/texassmallbusinesslaw/surety-bonds-for-small-businesses/comment-page-1/#comment-102 surety bonds Wed, 05 May 2010 08:29:06 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=115#comment-102 Businesses use the surety bond as a marketing point to convey a certain image to the public. Advertising the fact that you are bonded will give the customer a sense of trust in you and your company. Businesses use the surety bond as a marketing point to convey a certain image to the public. Advertising the fact that you are bonded will give the customer a sense of trust in you and your company.

]]> Comment on Buying a Business in Texas Step #1: The Letter of Intent by Tom Schober http://davidwillislaw.com/texassmallbusinesslaw/buying-a-business-in-texas-step-1-the-letter-of-intent/comment-page-1/#comment-2 Tom Schober Wed, 14 Oct 2009 21:27:14 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=8#comment-2 I enjoyed reading your article and have quoted you in an article I wrote in www.wisconsinbusinesslawblog.com I enjoyed reading your article and have quoted you in an article I wrote in http://www.wisconsinbusinesslawblog.com

]]> Comment on Texas Legislative Update Part II by lucas law center http://davidwillislaw.com/texassmallbusinesslaw/texas-legislative-update-part-ii/comment-page-1/#comment-4 lucas law center Fri, 01 May 2009 19:01:21 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=23#comment-4 Thanks for the links you have shared, this piece of information help me. Very nice brief descriptions. LLC Thanks for the links you have shared, this piece of information help me. Very nice brief descriptions.
LLC

]]> Comment on One Grope Isn’t Sexual Harassment? by Washburn19 http://davidwillislaw.com/texassmallbusinesslaw/one-grope-isnt-sexual-harassment/comment-page-1/#comment-3 Washburn19 Sun, 29 Mar 2009 18:34:40 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=20#comment-3 As a third year law student who will soon be practicing at a small law firm in Texas, I was surprised to learn about this rule by the 5th Circuit. The most shocking element of Paul v. Northrop Grumman Ship Systems is that this case wasn't even given to a jury to decide but the dismissal granted on summary judgment. I agree with both you and the HR Lawyer's blog author who question this decision. I certainly hope it does not degrade employees' (especially womens') rights in the workplace. This seems to be a dangerous precedent to be setting. Thanks for your blogs - keep up the good work! As a third year law student who will soon be practicing at a small law firm in Texas, I was surprised to learn about this rule by the 5th Circuit. The most shocking element of Paul v. Northrop Grumman Ship Systems is that this case wasn’t even given to a jury to decide but the dismissal granted on summary judgment. I agree with both you and the HR Lawyer’s blog author who question this decision. I certainly hope it does not degrade employees’ (especially womens’) rights in the workplace. This seems to be a dangerous precedent to be setting. Thanks for your blogs – keep up the good work!

]]> Comment on Supreme Court Deals Blow To Investor Recourse by JDT http://davidwillislaw.com/texassmallbusinesslaw/supreme-court-deals-blow-to-investor-recourse/comment-page-1/#comment-6 JDT Thu, 31 Jul 2008 00:52:44 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=31#comment-6 Thought I'd share: My company conducted a recent survey that studied which states have the best business climate (we specialize in economic development). We reached out to CEO’s, business decision makers and location advisors. In a nutshell, TEXAS RANKED #1 followed by North Carolina and Georgia. Texas was ranked on top due to its tax climate, workforce and pro business environment. Would love to hear your thoughts on this…feel free to check it out: http://www.aboutdci.com/WinningStrategies.aspx. Thought I’d share: My company conducted a recent survey that studied which states have the best business climate (we specialize in economic development). We reached out to CEO’s, business decision makers and location advisors. In a nutshell, TEXAS RANKED #1 followed by North Carolina and Georgia. Texas was ranked on top due to its tax climate, workforce and pro business environment. Would love to hear your thoughts on this…feel free to check it out: http://www.aboutdci.com/WinningStrategies.aspx.

]]> Comment on Employee vs. Independent Contractor by myspace design http://davidwillislaw.com/texassmallbusinesslaw/employee-vs-independent-contractor/comment-page-1/#comment-8 myspace design Fri, 04 Jul 2008 08:52:53 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=40#comment-8 Interesting article! thanks for posting this. Interesting article! thanks for posting this.

]]> Comment on Supreme Court Deals Blow To Investor Recourse by rechtsberatung http://davidwillislaw.com/texassmallbusinesslaw/supreme-court-deals-blow-to-investor-recourse/comment-page-1/#comment-5 rechtsberatung Mon, 23 Jun 2008 10:43:22 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=31#comment-5 Very insightful. Thank you for your broad perspective. Very insightful. Thank you for your broad perspective.

]]> Comment on Mistake #6: Not having an employee manual by Ingrid Cliff http://davidwillislaw.com/texassmallbusinesslaw/mistake-6-not-having-an-employee-manual/comment-page-1/#comment-14 Ingrid Cliff Thu, 03 Jan 2008 07:51:31 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=58#comment-14 I agree with your comments - I would also add in the need to keep track of any changes you make to policies. Often businesses may hire an employee under one policy but amend the policy down the track. You need to be able to prove before the courts (a) the policy in place at the time of your action (b) the steps you took to ensure you informed all relevant staff of any changes and (c) failing being able to sufficiently demonstrate informing staff of the changes, what was the original policy in place at the time of hire. Employee manuals are a critical part of doing business - you just need to keep changes tracked and the contents current. regards Ingrid Cliff Heart Harmony I agree with your comments – I would also add in the need to keep track of any changes you make to policies. Often businesses may hire an employee under one policy but amend the policy down the track. You need to be able to prove before the courts (a) the policy in place at the time of your action (b) the steps you took to ensure you informed all relevant staff of any changes and (c) failing being able to sufficiently demonstrate informing staff of the changes, what was the original policy in place at the time of hire.
Employee manuals are a critical part of doing business – you just need to keep changes tracked and the contents current.
regards
Ingrid Cliff
Heart Harmony

]]> Comment on Mistake #6: Not having an employee manual by Ingrid Cliff http://davidwillislaw.com/texassmallbusinesslaw/mistake-6-not-having-an-employee-manual/comment-page-1/#comment-13 Ingrid Cliff Thu, 03 Jan 2008 07:51:16 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=58#comment-13 I agree with your comments - I would also add in the need to keep track of any changes you make to policies. Often businesses may hire an employee under one policy but amend the policy down the track. You need to be able to prove before the courts (a) the policy in place at the time of your action (b) the steps you took to ensure you informed all relevant staff of any changes and (c) failing being able to sufficiently demonstrate informing staff of the changes, what was the original policy in place at the time of hire. Employee manuals are a critical part of doing business - you just need to keep changes tracked and the contents current. regards Ingrid Cliff Heart Harmony I agree with your comments – I would also add in the need to keep track of any changes you make to policies. Often businesses may hire an employee under one policy but amend the policy down the track. You need to be able to prove before the courts (a) the policy in place at the time of your action (b) the steps you took to ensure you informed all relevant staff of any changes and (c) failing being able to sufficiently demonstrate informing staff of the changes, what was the original policy in place at the time of hire.
Employee manuals are a critical part of doing business – you just need to keep changes tracked and the contents current.
regards
Ingrid Cliff
Heart Harmony

]]> Comment on Employee vs. Independent Contractor by Rush on Business http://davidwillislaw.com/texassmallbusinesslaw/employee-vs-independent-contractor/comment-page-1/#comment-9 Rush on Business Fri, 07 Sep 2007 05:33:30 +0000 http://davidwillislaw.com/texassmallbusinesslaw/?p=40#comment-9 <strong>Employees v. Independent Contractors Drawing Interest</strong> Thanks to Nina Kaufman for quoting my post Employees v. Independent Contractors on the Entrepreneur.com Blog Network. Nina's blog on the network is Making It Legal: The small business mentor's guide to entrepreneurship and law. ... Employees v. Independent Contractors Drawing Interest

Thanks to Nina Kaufman for quoting my post Employees v. Independent Contractors on the Entrepreneur.com Blog Network. Nina’s blog on the network is Making It Legal: The small business mentor’s guide to entrepreneurship and law. …

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