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Report
From Counsel - SUMMER
2005 ISSUE:
BUSINESS
STARTUP--SHOULD YOU BE A "FRANCHISE PLAYER"?
VETERANS'
BENEFITS IMPROVEMENT ACT
ENVIRONMENTAL
LAW UPDATE
NEW
TAX DEPOSIT RULES FOR SMALL BUSINESSES
FAMILY
LIMITED PARTNERSHIPS DRAW IRS SCRUTINY
- Spring, 2005 issue: Real Estate Roundup; Pregnancy Discrimination
at Work; Minimize Your Risk of Identity Theft; More Businesses
Eligible for C-EZ; Business Liable for Not Investigating Credit
Complaint; FDIC Insurance for Revocable Trusts
- Winter,
2004/2005: Take the Time to Update
Your Will; Telecommuters
and the Home Office Tax Deduction; Email
Privacy in the Workplace; Oscar
Wilde and the Copyright Law;
New Banking
Rules Affect Checking Accounts
- Fall,
2004: Business
Alert: New Overtime Regulations; Real Estate Letters
of Intent; Technology and the Law; IRS Gets Tough on
Estate Tax Fraud; Withdrawal Rules for Inherited IRAs.
- Summer,
2004: Innocent
Spouse Tax-relief; Rough Day at the Golf Tournament;
Family and Medical Leave Act Update; Development Ditched;
Medicaid and Nursing Home Benefits; Reverse
Piercing of Corporate Veil.
- Spring,
2004: Buy-sell Agreements for Small Businesses;
Review Your Credit Report; When Noncompetition Agreements Cross
State Lines;
Commercial Landlord Must Mitigate Damages; New Identity Theft
Disclosure Law.
- Winter,
2003-2004: Federal
Privacy Rule Protects Health Information; Debtors and
Creditors; Highlights of the New Federal Tax Act; Telecommuting
and Unemployment; Estate Planning with Long-Term Care
Insurance; "Just Say No" to Unsolicited Credit-Card
Offers.
- Fall
2003: Homeowners'
Insurance: the Devil Resides in the Details; "Cybersmear" Lawsuits;
Age Discrimination in Employment; Be Careful What
You Fax; The Marital Deduction: A Valuable Estate
Planning Tool; Capped Commissions
- Summer,
2003: Federal
Advertising Guidelines for Business Courts; Case
by Case: Bait and Switch Credit Card Offer; Arbitration
Clauses in Employment Contracts; Employment
Law Guidebook; Life
Insurance Can be Part of Your Estate Plan
- Spring, 2003: Courts
Begin Putting the Brakes on "Takings"; Case
by Case: Long Arm Jurisdiction Falls Short ; ADA
and Small Business; Solo
401(K) Retirement Plans; Credit
Reporting Agency Held Accountable for Errors; Online
Banking
- Winter,
2003
- Fall,
2002
-
Summer,
2002
- Winter
2002
- 1998-2001
Archives: Report from Counsel
- Wills & Trusts
Seminars
- Legal
News
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BUSINESS
STARTUP--SHOULD YOU BE A "FRANCHISE PLAYER"?
Launching
a business is a little like walking a tightrope, with any long-term
rewards coming only after overcoming some risk. Being well-informed
and realistic from the outset is essential. One of the first
considerations is the legal form that the business should take.
An option that has the potential for achieving a good balance
between risk and reward is the franchise.
A
franchise is a relationship between the owner of a trademark
or trade name (franchisor) and an individual or entity (franchisee)
who contracts to use that legally protected identification in
a business. The details of the relationship are controlled by
a franchise agreement, but most franchises share some common
characteristics. Typically, the franchisee sells goods or services
that are either supplied by the franchisor or at least must meet
standards set by the franchisor. In simple terms, the franchisor
provides the ingredients that come from the proven experience
of an established line of businesses, while the franchisee provides
the elbow grease and all of the other intangibles that are needed
if a fledgling business is to get off the ground and prosper.
There
are two types of franchises. The simpler version, known as a "product/trade
name franchise," is the sale of the right to use a business name
or trademark. In the more complex form, called a "business format
franchise," the fates of the parties are tied together more closely
and for a longer period of time. In this format, the franchisee
trades some of its independence in exchange for various forms
of assistance from the franchisor.
Money
Matters
One
benefit of a franchise is that the prospects for a healthy bottom
line are enhanced, since the risks of the investment are reduced
by being associated with an established company and its good
name. But that boost is not without cost. A would-be franchisee
should always be aware of the financial commitment involved,
but not be too quickly scared away by the reality that here,
as in most business matters, "you have to spend money to make
money."
It
is only prudent to consider carefully a number of likely expenses.
There is the initial franchise fee, sometimes nonrefundable and
usually at least a few thousand dollars. Costs to rent or build
an outlet and to purchase the initial inventory will be significant.
The full range of expenses depends on the type of business, but
some of the other typical expenses include fees for licenses
and insurance, ongoing royalty payments to the franchisor based
on income and for the right to use the franchisor's name, and
payments into the franchisor's advertising fund.
Who's
in Charge Here?
It
is the nature of a franchise that, in exchange for getting to
hitch its wagon to the franchisor, the franchisee agrees to give
up some of the control over how the business will operate. There
still should be room for putting a personal stamp on the business,
but the franchise business model is not for someone who would
have difficulty giving up the decision-making power that comes
with starting a business. Owners of a "Mom and Pop" do not need
permission for their store's color schemes, but the franchisee
probably will.
As
set out in the franchise agreement, the franchisor will usually
have the final say about the specific goods and services that
may be sold, site approval for the business location, design
or appearance standards, as well as authority over an array of
operational matters such as hours of operation, signs, employee
uniforms, and even bookkeeping procedures. On the larger scale,
the franchisor also may limit the franchisee's business to a
specific territory.
Parting
Company
A
franchisee's breach of the franchise agreement, such as by failure
to make payments or to comply with performance standards, could
result in termination of the franchise and loss of the franchisee's
investment. Even without a breach, a franchisee must foresee
that franchise agreements generally run for a finite period,
such as 15 or 20 years. Of course, if both sides so desire, the
agreement can be renewed under the same terms or perhaps even
terms more favorable to the now-proven franchise. But the franchisor
could decide not to renew, and it usually reserves the right
to do so for its own reasons. If there is a renewal, the parties
must agree again to all of the terms and conditions. The franchisor
may take that opportunity to make changes in the deal to its
benefit. In that event, the franchisee would be wise to give
a fresh look at whether owning a franchise still makes business
sense.
Anyone
seriously considering buying and running a franchise needs to
do the homework first, and the Federal Government has made that
process more organized. The Federal Trade Commission (www.ftc.gov)
requires franchisors to prepare a disclosure document, sometimes
called a Franchise Offering Circular, that puts in one place
a wealth of information about the franchisor, current and former
franchisees, and what the franchisee is agreeing to when the
franchise agreement is signed. Reading and understanding the
disclosure document, not to mention the franchise agreement itself,
is essential. One should always seek independent professional
advice before making a commitment to a franchise arrangement.
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VETERANS'
BENEFITS IMPROVEMENT ACT
A
new federal law has enhanced the rights of members of the armed
services during active duty and on their return to the civilian
workforce. The Veterans' Benefits Improvement Act makes two significant
additions to the Uniformed Services Employment and Reemployment
Rights Act (USERRA). USERRA is intended to encourage non-career
uniformed service by balancing the needs of individuals in those
services with the needs of civilian employers who also depend
on those same individuals.
Notice
Requirement
The
first provision requires that civilian employers inform employees
of their rights and obligations under USERRA annually. The notice
requirement may be met by posting a notice where employers customarily
place notices for employees. This part of the new law became
effective on March 10, 2005.
Extension
of Benefits
The
second change is an extension of employer-sponsored health care
from 18 to 24 months, beginning with the person's absence from
employment because of duty in the armed services. USERRA gives
the individual the right to elect to continue coverage under
the employer's health plan, even though the coverage otherwise
would end because of the individual's absence. A "health plan" encompasses
an employer's health, dental, vision, and prescription drug plans,
as well as health reimbursement arrangements and flexible spending
accounts. The employee, not the employer, pays for the coverage
during the employee's absence. This health-care provision went
into effect on December 10, 2004.
USERRA,
the comprehensive legislation that was changed only in part by
the Veterans' Benefits Improvement Act, is far-reaching in its
impact, as it applies to private and public employers alike,
regardless of size. It is subject to various conditions and exceptions
that make a full reading of the law, not to mention professional
guidance, advisable. USERRA affects the following areas:
*
Reemployment--Employers must grant military leave for employees
called to active duty or National Guard or Reserve training.
On their return, the employees must get their jobs back or jobs
with comparable seniority, status, and pay.
*
Payroll--USERRA does not require an employer to continue to pay
employees who are away on military duty (though some state laws
do).
*
Time Off--Employers cannot force employees to use vacation and
sick days during military service, but neither do employers have
to let vacation and sick days continue to accrue during the employee's
absence. If the employer awards vacation days based on length
of employment, the returning employee must receive vacation time
that would have been given but for the military service.
*
Promotions--Returning employees "step back on the escalator," whether
it is going up or down. That is, they assume the place in the
employer's tenure and seniority scheme that they would have had
if their employment had not been interrupted.
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ENVIRONMENTAL
LAW UPDATE
Wetlands
Inspection
Paul
owned waterfront property that included some tidal wetlands that
were subject to state regulation. When he decided to extend his
existing dock and add another boat lift, he submitted the necessary
application to the state, but he refused to consent to a land-based
inspection of the premises. Nevertheless, following the usual
procedure, an inspector went to the property to make sure that
plans submitted with the application accurately reflected existing
conditions and to evaluate the possible impact of the project
on the wetlands.
When
the inspector arrived and no one answered the door, she passed
through a gate with a "No Trespassing" sign on it to get into
the backyard that led to the dock area. With a video camera rolling,
Paul confronted the inspector, who identified herself and explained
the reason for her visit. Paul told the inspector that she was
trespassing, threatened to have her arrested if she did not leave
immediately, and then escorted her off the property. The whole
encounter took about three minutes.
Paul
sued the state inspector for violation of his right not to be
subjected to unreasonable searches or seizures. It is true as
a general rule that an inspection of a private dwelling by a
local or state officer, without either a warrant or the consent
of the owner, is unreasonable absent certain exceptional circumstances.
Unfortunately for Paul, his case fell within one of those exceptions,
causing his lawsuit to fail. Under the "special needs" doctrine
applied by the court, a weighing of several factors can justify
a warrantless administrative inspection undertaken as part of
a regulatory scheme.
In
Paul's case, he had a diminished expectation of privacy since
the outside areas around his home could be viewed by the public.
Paul's privacy interest was also weakened by his having submitted
the application that prompted the inspection in the first place.
The intrusion by the inspector was minimal and was hardly different
from the kind of observation of the property that anyone could
have accomplished from the water behind Paul's house. The court
emphasized that each case would turn on its particular facts,
but in Paul's case the state's interest in regulating construction
on tidal wetlands overrode any expectation of privacy.
No
Help for Toxic Waste Cleanup
A
company bought an aircraft engine maintenance business and operated
the business for a few years. It then discovered that the property
on which the business was located was contaminated with toxic
waste, both because of the company's activities and the activities
of the previous owner. The company reported itself to a state
environmental agency, which told the company that it was in violation
of state laws and directed that the site be cleaned up. However,
neither the state agency nor its federal counterpart, the Environmental
Protection Agency, ever brought a proceeding to force the cleanup.
Under
the state's supervision, the company cleaned up the property
(incurring costs in the millions of dollars) and unsuccessfully
sued the previous owner that had contributed to the contamination,
in hopes of getting a contribution to the cleanup costs as well.
This case is a study in how a few words in a statute can control
the outcome in a dispute where large sums of money are at stake.
The
claim for a contribution to the cleanup costs rested on a part
of the federal Comprehensive Environmental Response, Compensation
and Liability Act (CERCLA). That statute states that any person "may" seek
contribution from any other person who is or may be liable under
CERCLA, "during or following any civil action" under CERCLA.
The U.S. Supreme Court interpreted the statutory language as
meaning that the company could not seek contribution from the
previous owner (and fellow polluter) because no proceeding under
CERCLA was ever instituted against the company that cleaned up
the toxic waste.
The
use of "may" by Congress meant that an action for contribution
was authorized only if the conditions that followed were present,
including a civil action under CERCLA. Appeals by the company
based on the underlying purposes of CERCLA fell on deaf ears
before the Court. As the Court put it, "It is ultimately the
provisions of our laws rather than the principal concerns of
our legislators by which we are governed."
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NEW
TAX DEPOSIT RULES FOR SMALL BUSINESSES
As
of January 1, 2005, the IRS increased the minimum threshold for
Federal Unemployment Tax Act (FUTA) deposits. Under the previous
rule, employers were required to make a quarterly deposit for
unemployment taxes if the accumulated tax exceeded $100. Now
the threshold is $500.
The
IRS estimates that this change will lighten the load for more
than 4 million small businesses. Assuming an employer makes timely
state unemployment tax payments, the most that the IRS will collect
from employers per employee is $56 per year. Before the threshold
was increased, most employers with two or more employees had
to make at least one federal tax deposit a year. Now employers
with eight employees or fewer will be freed from the requirement
of making as many as four FUTA deposits per year.
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FAMILY
LIMITED PARTNERSHIPS DRAW IRS SCRUTINY
A
family limited partnership (FLP), like other limited partnerships,
is a form of business consisting of one general partner and one
or more limited partners. In an FLP, however, the individuals
involved usually are members of different generations of the
same family. One of the advantages of a well-executed FLP is
a reduction in federal estate and gift taxes. Instead of transferring
assets directly to beneficiaries, an individual may transfer
interests in a limited partnership. Since interest in an FLP
is not marketable and since a limited partner does not control
management of the enterprise, the value of interests in an FLP
usually can be discounted by anywhere from 25% to 50%, with a
corresponding reduction in tax liability.
As
with many transactions among family members, the IRS has a history
of casting a skeptical eye on FLPs. Essentially, the IRS is intent
on assuring that the tax advantages of any particular FLP are
not the be-all and end-all for its existence. If the FLP is deemed
to be a sham, the IRS may challenge the valuation discount and
perhaps even the very existence of the partnership.
In
one recent case, a federal appeals court found an FLP to be legitimate
despite some circumstances that had aroused IRS suspicion. A
96-year-old woman put about $2.5 million into an FLP, keeping
$450,000 for her personal expenses. She died two months later.
The fact that the transfer included interests requiring active
management and that no personal assets, such as a house or car,
were involved weighed in favor of the FLP. Also, the person making
the transfer into the FLP did not manage the FLP. Perhaps most
importantly, oil and gas operations provided an essential legitimate
business purpose for the FLP.
In
another case that was similar in many respects, including the
age of the individual transferring the assets to the FLP, the
assets were found to be subject to the estate tax because the
FLP had not been formed for a valid business purpose. Transactions
made by the FLP never went outside the family circle and amounted
to financing the needs of individual family members.
Emerging
from the cases are a few rules of thumb for setting up and running
an FLP so as to realize its tax benefits without attracting the
attention of the IRS:
*
Articulate real business reasons for the FLP that can be substantiated
by persons outside the FLP;
*
Do not let the person transferring assets into the FLP transfer
all of his or her assets or use the FLP to pay personal expenses;
*
Assign control over the FLP to a general partner who is not the
same person who funded the FLP. Often the general partner is
an entity, such as a limited liability company;
*
Have some "actively" managed assets in the FLP; and
*
Follow the formalities for setting up and operating the FLP,
including separate accounts and scrupulous adherence to formal
accounting practices.
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