What To Know When You Exit Your Business

If you're a business owner, you know there is going to come a day when you will step away from your business. During COSE's recent Small Business Convention, James Aussem, a shareholder at the law firm of Cavitch, Familio & Durkin, laid out three things business owners should know before they exit their business.

If you're a business owner, you know there is going to come a day when you will step away from your business. At COSE's recent Small Business Convention, James Aussem, a shareholder at the law firm of Cavitch, Familio & Durkin, laid out three things business owners should know before they exit their business.  

1. Anticipate your needs

Retirement can be costly. To keep up with your current lifestyle, you're going to have to know how much you're going to need in terms of such things as living expenses, health insurance, and more. If you're selling your company, you're going to need to make sure you get enough from the sale to help provide a comfortable retirement.

2. Business needs

It's important to understand what the needs of the business are. Some considerations to keep in mind are:

  • capital requirements;
  • taxes; and
  • expansion of the successor generation's income. 

3. The next generation

If the owner intends to sell to the next generation, he or she needs to understand several things first. For example, there are tax risks involved with bargain transactions between family members. The Internal Revenue Service presumes all transactions among related parties have a gift element, for example.

Want to know more about exit strategies? Keep an eye out in January for COSE's refreshed magazine for small business owners which will include an in-depth feature on what entrepreneurs need to know when it comes to exit strategies. 

Share
  • Email
  • Next up: What You Learn from A Restaurant that Hires Only the Formerly Incarcerated
  • More in HR
  • What You Learn from A Restaurant that Hires Only the Formerly Incarcerated

    Brandon Chrostowski knows a thing or two about what it means to hire for potential.

    Brandon Chrostowski knows a thing or two about what it means to hire for potential.

    The founder and CEO of EDWINS Leadership & Restaurant Institute in Cleveland started EDWINS, a restaurant staffed entirely by people who spent time incarcerated. At any given time, there are 40 people enrolled in the program with a new class beginning and ending every two months. The restaurant provides job training, life training and perhaps most importantly, a second chance to its staff. 

    “There’s so much potential in this town,” Chrostowski says. “There’s so much depth. There are so many people willing to work. There’s just no system in place to facilitate this.”

    EDWINS provides such a system for some, though with every one of his employees having previously been imprisoned, he acknowledges it’s important that he keep a keen eye for hiring. So, what are some of the key things he is looking for?

    “Someone who wants it,” he says. “A desire.”

    Chrostowski continues: “I run them through the mill. It’s a test to see who has a winning attitude. I want to see if in the first three weeks they’re not getting up early; they’re not improving. They have to show improvement. We can train anyone with a ‘I can, I will’ attitude.”

    Needless to say, Chrostowski is a big believer in second chances. “If you believe in human will and fair and equal opportunities for everyone and put all of that together, it should all come together. It’s obvious it should,” he says.

    Given his experience at EDWINS, what’s Chrostowski’s advice to his fellow entrepreneurs? Be vigilant about everything that is going on in your business and be aggressive about getting things taken care of.

    “When you see a problem, fix a problem,” he advises. “There’s no reason why you should wait or the problem should wait. If you don’t address it, you’ll have a bigger one.”

    In addition to the Feb. 7 event, learn about additional COSE events that will provide you with the resources you need to grow your business.

    Share
  • Email
  • Next up: What You Need to Know about New Overtime Rules
  • More in HR
  • What You Need to Know about New Overtime Rules

    There are new rules on Overtime pay that will be going into effect December 1 that will impact anyone who has salaried employees making less than $47,476 per year. So, what does this mean for your business?

    There are new rules on Overtime pay that will be going into effect December 1 that will impact anyone who has salaried employees making less than $47,476 per year. So, what does this mean for your business?

    Learn more about the reasons for this change, the implications for small employers and the potential impact on your HR Policies in a webinar featuring expert analysis from Keith Ashmus of Frantz Ward LLP and Mireille Wozniak-Michalak of Petiole HR, LLC.

     

     

    Download the presentation as a PDF here.

    Share
  • Email
  • Next up: What's an LLC?
  • More in HR
  • What's an LLC?

    Curious about LLCs? Here’s a guide that explains what this structure is, how you can form one and what the benefits and disadvantages are.

    A limited liability company (LLC) is a hybrid legal structure that provides the limited liability features of a corporation and the tax efficiencies and operational flexibility of a partnership. The owners of an LLC are referred to as members. Depending on the state, the members can consist of a single individual (one owner), or two or more individuals, corporations or other LLCs.

    Unlike shareholders in a corporation, LLCs are not taxed as a separate business entity. Instead, all profits and losses are “passed through” the business to each member of the LLC. LLC members report profits and losses on their personal federal tax returns, just like the owners of a partnership.

    Forming an LLC

    While each state has slight variations in its requirements for forming an LLC, they all adhere to the same general principles:

    Choose a Business Name. There are three general rules for your LLC’s name: 1. It must be different from an existing LLC in your state, 2. It must indicate that it is an LLC (such as LLC or Limited Liability Company), and 3. It must not include words restricted by your state (such as bank or insurance).

    File Articles of Organization. This is a simple document that includes information such as your business name, address, registered agent and sometimes the names of the members. In Ohio you file with the Secretary of State, though in other states it may be the State Corporation Commission, Department of Commerce and Consumer Affairs, Department of Consumer and Regulatory Affairs, or the Division of Corporations & Commercial Code. There is typically a filing fee that must accompany the articles of organization.

    Create an Operating Agreement. Most states do not require operating agreements. However, an operating agreement is highly recommended for multi-member LLCs because it structures your LLC’s finances and organization, and provides rules and regulations for smooth operation. The operating agreement usually includes percentage of interests, allocation of profits and losses, members’ rights and responsibilities, buy-out provisions and covers other important items.

    Obtain Licenses and Permits. Once your business is registered, you must obtain other necessary business licenses and permits. Regulations vary by industry, state and locality.

    LLC Taxes

    In the eyes of the federal government, an LLC is not a separate tax entity so the business itself is not taxed. Instead, all federal income taxes are passed through to the LLC’s members and are paid as part of their personal income tax. Note that though the federal government does not tax income on an LLC, some states do.

    LLCs must file a corporation, partnership or sole proprietorship tax return. Talk with your accounting professional to determine whether your LLC is automatically classified and taxed as a corporation by federal tax law, or which tax classification to choose that best meets your needs, as well as which tax forms to file. For additional guidance visit IRS.gov.

    There is an additional option of requesting S-Corp status for your LLC.  You’ll have to make a special election with the IRS to have the LLC taxed as an S-Corp, and must file prior to the first two months and 15 days of the beginning of the tax year in which the election is to take effect.  The LLC remains a limited liability company from a legal standpoint, but for tax purposes it can be treated as an S-Corp. Be sure to contact the state’s income tax agency to determine how it handles an S-Corp election as well. Your accountant can best guide you in making these decisions and filing the proper paperwork.

    Advantages of an LLC

    Limited Liability. Members are protected from personal liability for business decisions or actions of the LLC. This means that if the LLC incurs debt or is sued, members’ personal assets are usually exempt. This is similar to the liability protections afforded to shareholders of a corporation. Keep in mind that limited liability means “limited” liability—members are not necessarily shielded from wrongful acts, including those of their employees.

    Less Recordkeeping. An LLC’s operational ease is one of its greatest advantages. Compared to an S-Corporation, there is less registration paperwork and there are lower start-up costs.

    Sharing of Profits. There are fewer restrictions on profit sharing within an LLC, as members distribute profits as they see fit. Members might also contribute different proportions of capital and sweat equity. Consequently, it’s up to the members themselves to decide who has earned what percentage of the profits or losses.

    Disadvantages of an LLC

    Limited Life. In many states, when a member leaves an LLC the business is dissolved and the members must fulfill all remaining legal and business obligations to close the business. The remaining members can decide if they want to start a new LLC or part ways. However, you can include provisions in your operating agreement to prolong the life of the LLC if a member decides to leave the business.

    Self-Employment Taxes. Members of an LLC are considered self-employed and must pay the self-employment tax contributions toward Medicare and Social Security. The entire net income of the LLC is subject to this tax.

    New Tax Considerations

    Effective January 1, 2018, the tax audit rules affecting LLCs have changed. If you have an existing LLC, it is important to update your operating agreement to accommodate these critical changes.

    Stacy is a founding member of BauerGriffith, a business law firm providing high quality legal and business counsel to a wide array of clients, with an emphasis on non-profit organizations, small business and individual planning clients. She serves as outsourced corporate counsel for diverse clients, partnering with executive management to design, plan and implement stated and defined business objectives within legal parameters.


    Share
  • Email
  • Next up: When, Where and How to Conduct Employee Workplace Searches
  • More in HR
  • When, Where and How to Conduct Employee Workplace Searches

    Here are a few things to keep in mind if a search of employee space or property is ever needed.

    Company searches of employee space and property are sometimes necessary to preserve safety, workplace confidentiality, and other important company policies. Employers often wonder what is fair game for a search if they suspect something is amiss, or if they want to be proactive about policy enforcement. The answer is, inevitably, “it depends.” Employers can better protect themselves from claims of violations of privacy with knowledge of a few factors for determining the proper scope of a search, as well as the correct procedures for carrying one out.

    The Reasonableness Standard

    Federal and Ohio laws give us some guiding principles on whether an investigation is legal in the first place: it is generally so if (1) there is a reasonable basis for suspicion that the particular employee has committed a breach of policy, or (2) no reasonable expectation of privacy in the item or location exists. In the employment context, there is no need for a warrant or probable cause to conduct a search.

    Expectations of Privacy

    A company typically has an unfettered interest in its property, so there is no expectation of privacy by the employee. Company items with no expectation of privacy might include lockers, desks, and company phones or vehicles. Unless your company space is clearly provided for the private use of the employee, such as a bathroom or changing room, an employee generally has few rights to privacy while on company premises.

    However, an employee has an unqualified expectation of privacy in his or her own body. Cavity searches, undergarment searches, and, in most cases, pat-downs are off limits. If a situation is so delicate and the suspicion so heightened that you feel you need to perform a physical search of an employee do not do it. Your management staff should instead contact law enforcement.

    Somewhere in the middle, an employee has a high but qualified expectation of privacy in his or her own personal belongings. This expectation may be weakened by the company’s workplace search policy if the policy identifies with specificity personal property that is subject to search. Remember, however, that a company workplace search policy must be tailored to the interests that the company seeks to protect (and at this point, we’re really talking about “reasonable suspicion,” which we delve into below).

    Reasonableness of Investigation

    If an investigation is legal, the determinative question for whether the search of any particular space is proper is whether reasonable suspicion exists that evidence of a policy violation or crime may be found there. Reasonableness is fact-sensitive and varies by the case, but the most important point is that the search itself should be tailored to its purpose and the nature of the suspected misconduct. In short: no fishing expeditions.

    There are many factors that support the reasonableness of a search. Before conducting a search, try to make sure your search hits as many of the following factors as possible:

    • whether the search was on, or of, company or personal property;
    • whether the search was of a space or item in which the employee had a diminished expectation of privacy;
    • whether there is credible evidence of misconduct;
    • whether the search is for a limited purpose and the search scope is limited to that purpose;
    • whether the employee is public or private (public employees have greater protection under the 4th Amendment; these constitutional protections have been extended to private employees in nine states, not including Ohio);
    • whether the search was conducted by authorized personnel;
    • whether the employee was notified of the search beforehand, and whether he or she acquiesced to it; and
    • whether there was a clear written policy informing workers about workplace searches.

    The search policies …

    In most cases, a well-written workplace search policy can set employee expectations for the course of employment. Your policy should be drafted by your human resources department or an attorney with experience in HR and employment law.  As to all policies, they are only as useful as your employees’ understanding of them. Before acting on a policy, you should make sure that your employee has knowledge of the policy, and ideally has signed a statement attesting that they have read and understood the policy.

    A private company sets the rules, for the most part. Employees are employed subject to your search policies – so long as the policies are legal and the employees are apprised of them upon hiring and as changes are made. Remember though, the policies should be in service of your legitimate company interests – safety, confidentiality, etc. – and should be reasonable in all respects. If the policy is unreasonable, it won’t help you much down the road if and when a company receives a claim against it.

    … And procedures

    Once you have your policies in place, assemble a team to administer the policies. Designated Human Resources personnel should be put in charge of investigating claims and carrying out searches. It’s best practice to have multiple people perform searches, with at least one recording what the search uncovered. Recordkeeping helps avoid liability if something is later reported missing.

    It’s also a good idea to be mindful of gender considerations for sensitive searches; a search should be conducted by at least one person of the same gender in case private or sensitive items must be searched.

    Reports of searches should include the reason for the search, the personnel conducting the search, the date and time of the search, the subject matter of the search, what was found, which items were seized, whether the employee was present, and what instructions were given to the employee following the search. All of this should be delivered to the Human Resources or risk management director for evaluation.

    Before developing a search plan, you should first verify available evidence of misconduct wherever possible. In developing the search protocol for any particular offense, consider the worker’s privacy expectations and map out your strategy accordingly. Always ask for written consent immediately before beginning; you should communicate the investigation process to the employee so that he or she is fully informed.

    Finally, if your policies are well-drafted, feel confident acting accordingly, but never physically detain an employee or use physical or verbal threats or coercion to enable a search. If an employee refuses to cooperate, you can assert additional disciplinary action, but be careful not to cross a line that could lead to civil liability or criminal culpability.

    Nick Weiss is an attorney at The Gertsburg Law Firm. An audit of your policies can help you avoid the pain of lawsuits. The Gertsburg Law Firm introduces CoverMySix, a one-stop legal audit for your business, led by award-winning litigators and in-house counsel. CM6 minimizes your exposure to lawsuits, investigations, disgruntled employees and customers, and all the damage that comes with them. Learn more about how to protect your business from lawsuits at covermysix.com.


    Share
  • Email
  • Next up: Who Are Millennials? What You Need to Know to Attract the Young Top Talent to Your Company
  • More in HR
  • Who Are Millennials? What You Need to Know to Attract the Young Top Talent to Your Company

    If they’re not already, millennials are going to be a big part of your company’s growth. Here’s how to recruit this dynamic group.

    There are 80 million millennials in the United States. There are 2.5 billion millennials worldwide. In 2016, the number of young professionals in Cleveland numbered more than 175,000 and this population growth outpaced total population growth, post-recession. Just by their scale alone, the millennial generation is a force that businesses need to be aware of.

    But it extends beyond just sheer numbers. This group also shares a unique mindset as it relates to how they approach their career. The Generation Ys, The Millennials and the Gen Nexters. When recruiting and engaging these employees where do you begin? The best way to answer that question is to get a better idea of what is motivating the millennial generation as it is a generation with its own mindset. Research suggests that millennials have different aspirations with their work:

    • They want to make a difference.
    • They are achievement-oriented.
    • They stay in positions for only 1.8 years on average.

    Now that we know a little more about this group, let’s go back to the original question above: How can employers recruit and engage this group? Let’s break it down bullet-by-bullet.

    They want to make a difference

    If you want to make a young professional happy, help her/him discover and connect to their purpose. One good way to do this is to use organizations such as Engage! Cleveland as an extension of your HR department. These organizations can introduce your millennial employee to difference-making opportunities that will help keep their batteries charged and make for a more satisfied employee. Research shows that employees who are engaged in their community are 2-3 times more likely to stay.

    They are achievement-oriented

    Related to the point above, establish creative ways to build professional skills such as getting involved in the nonprofit world. Show them how they can gain skills outside of the work place and how it will help their career. A Millennial might want to be a manager, but doesn’t currently manage other employees. As an example, managing volunteers can be more challenging than managing employees, so, if they can learn to manage volunteers at a nonprofit, they will be in a better position to someday manage employees. This is a check in the right column.

    They stay in positions for only 1.8 years on average

    If you recruit a millennial employee, you likely want that person to stick around as turnover is a big, scary word in HR. Older generations cared about one thing…drum roll please…MONEY! Salary increases aren’t the only way to increase a millennial’s job satisfaction. Offer a title change and other ways to impact their work and workplace. You might also consider other perks, such as additional vacation time or a flexible schedule. These “perks” that often don’t cost the company money are no brainers and lead to more satisfied employees.

    Also, millennials value those companies that honor work-life balance and societal issues. Think about how your organization can best offer a good work-life balance mix and perhaps hold back a bit of salary in exchange. It could very well be a win win for both you and your Millennial employees.

    A long-term force

    Millennials are going to be a force on the employment scene for some time. Estimates show that 75% of the 2025 workface will be Millennials. So it is imperative, that you think through some of the items above and how they might intersect with your company’s philosophy and you will put your company in a good position to align yourself with millennial recruits.

    And just in case you were getting tired of all of the Millennial data, don’t worry, Gen Z, those born between the mid 1990’s and mid 2000’s, will be entering the workforce soon with an entirely different set of priorities.

    Ashley Basile Oeken is president of Engage! Cleveland, a nonprofit whose mission is to attract, engage and retain young, diverse talent to the Greater Cleveland area. Learn more about her organization’s work by clicking here.

    Share
  • Email
  • More in HR