Law firms are creating formalized competitive intelligence positions and departments. And that has meant finding the rare person, or in most cases a group of people, who have the skills to gather, synthesize and analyze data with the ability to present in a way that distills the information and provides insights or suggested action plans.
“The most important thing from my perspective is to make our work actionable,” Mark Messing, Duane Morris chief marketing officer, said. “Before, there was a tendency by people, many who were ex-librarians, to be faithful compilers of telephone books.”
In an era where information is available by the terabyte, the real skill is in understanding what is important, what that information means and what to do with it.
“The deliverable here isn’t volume, it is insight,” Mr. Messing said. “A page full of bullets with conclusory insights is infinitely more valuable than Xeroxing a 10-K.”
Duane Morris’ formal competitive intelligence function is housed in its marketing systems unit and is led by a business intelligence analyst. That person’s job, Mr. Messing said, is to cull intelligence from secondary sources that the firm purchases or that are publicly available on certain industries, markets or clients.
“They are responsible for turning out products that actually move the ball forward,” he said. “They are not academic studies.”
At Fox Rothschild, there are five researchers in the firm’s library services team and five people within the business and competitive intelligence team. One of those people was recently elevated to the director of business and competitive intelligence and reports to Catherine Monte, the firm’s chief knowledge officer.
The 10 research analysts work with the firm in a variety of ways. And perhaps the return on investment couldn’t be more apparent than at Fox Rothschild, where in the last year the firm’s clients have actually hired the team to compile industry reports for the clients.
“This is a value add [the lawyers] can pitch to clients,” Ms. Monte said.
Internally, Ms. Monte’s team works with the business development team’s “Make Fox Rain” initiative, sitting in on those meetings to find research opportunities to help with business generation. They also work with management on more strategic initiatives, such as whether it makes sense to expand into a new market. They meet with office and practice group leadership to determine areas where the firm could expand its relationships with existing clients or industries. And in addition, the team works with the firm’s chief operating officer to benchmark itself and its relationships with clients.
An excellent explanation of Allocation for Profits and Losses:
After a company is in the start up phase starts making or loosing profits from unanticipated glitches, inactive market, paperwork, etc. things can get complicated. A document should be in place stating proper distribution of these funds, or else disputes may happnet. You should never wait until the something happens, you should plan ahead just in case you the start up costs are more than you planned.
As a San Diego business litigation team (click here), we know all about this.
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As the school year draws to an end, businesses will be inundated with applicants searching for temporary summer employment. For minors there may be no more pencils, no more books, and no more teachers’ dirty looks, but for employers summer comes with its own homework assignment: child labor law compliance. Accordingly, employers’ summer reading should include a review of applicable statutes and regulations governing minors’ employment, including requirements, obligations, and pitfalls associated with hiring minor employees.
Permitted and Prohibited Employment
Both federal and state laws place restrictions on the type of employment minors may perform and the equipment they may use. The federal Fair Labor Standards Act (FLSA) provides that “[n]o employer shall employ any oppressive child labor in commerce or in the production of goods for commerce or in any enterprise engaged in commerce or in the production of goods for commerce.”1 The U.S. Department of Labor’s (DOL) Wage and Hour Division is charged with enforcing federal child labor laws and has created detailed regulations governing prohibited and permitted employment for minors falling in one of two categories: (1) 16 and 17 years old; and (2) 14 and 15 years old. Moreover, the FLSA permits states to enact more restrictive child labor laws.2 Accordingly, employers cannot assume that adhering to federal standards will guarantee state law compliance. Employers should follow whichever law provides minor employees with the most protection.
16 & 17 Years Old
Under the FLSA, “oppressive child labor” includes conditions of employment the Secretary of Labor deems “particularly hazardous.”3 The DOL has promulgated regulations related to the following non-agricultural occupations and equipment it deems particularly hazardous for 16- and 17-year-old employees:
- Occupations in or about plants or establishments manufacturing or storing explosives or articles containing explosive components;
- Occupations of motor-vehicle driver and outside helper;
- Coal-mine occupations;
- Forest fire fighting and forest fire prevention occupations, timber tract occupations, forestry service occupations, logging occupations, and occupations in the operation of any sawmill, lath mill, shingle mill, or cooperage stock mill;
- Occupations involved in the operation of power-driven woodworking machines;
- Exposure to radioactive substances and to ionizing radiations;
- Occupations involved in the operation of power-driven hoisting apparatus;
- Occupations involved in the operation of power-driven metal forming, punching, and shearing machines;
- Occupations in connection with mining, other than coal;
- Occupations involved in the operation of power-driven meat-processing machines and occupations involving slaughtering, meat and poultry packing, processing, or rendering;
- Occupations involved in the operation of bakery machines;
- Occupations involved in the operation of balers, compactors, and paper-products machines;
- Occupations involved in the manufacture of brick, tile, and kindred products;
- Occupations involving the operation of circular saws, band saws, guillotine shears, chain saws, reciprocating saws, wood chippers, and abrasive cutting discs;
- Occupations involved in wrecking, demolition, and shipbreaking operations;
- Occupations in roofing operations and on or about a roof; and
- Occupations in excavation operations.
As an employment attorney in San Diego (http://wblawgroup.com/employment-attorney-san-diego.html), I suggest that every business owner write an employee handbook. This handbook will come in handy is any employees attempt to sue your company. The employee handbook can be used as evidence against the employee, because it proves the awareness of certain business policies.
Please note that you should not attempt to write an employee handbook on your own. It is crucial that you consult a professional. A professional can help clarify any legal jargon that may be confusing to you.
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A judge has granted Game‘s estranged fiancée Tiffney Cambridge a restraining order against the Compton rapper, reports TMZ.
His Marrying the Game co-star alleges that he assaulted her during an argument in March. Sources close to Cambridge told the site that Game was so violent, he broke her nose.
He denies it. “I don’t want to give fuel to these false accusations, but the truth will definitely come out. I am always looking out for my children’s safety and have never laid a hand on Tiffney,” Game said.
Nonetheless, an order was put in place April 2 to shut down all contact between the two, including requiring an up to 100-yard distance between them. It does not extend to their two children together; Game is allowed visits on the weekend.
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You will receive a receipt of your application for a temporary restraining order. Then the court will make a decision regarding your issue within 2 business days. Their decision is based on the personal conduct of the person you want the restraining order agains, control of property, custody of children, or paid child support. If the court decides to grant your request, the individual you seek protection from will have to follow the temporary restraining order’s rules until the court date. If the restraining order is broken the individual could be fined up to $1,000.00 or receive jail time.
As a family law attorney in Fresno, CA (http://wblawgroup.com/WebbBordson/Areas-of-Practice/Business-Litigation.html), I am experienced when it comes to restraining orders. Click the link below to learn more: