Cleaver Fulton Rankin has been part of the Belfast and wider Northern Ireland community for over 125 years. As a leading commercial law firm, we have a fundamental responsibility to contribute to the wider society that we serve and the local communities we are a part of.
Potential Tax Implications of Investment in Shares of a ‘For Profit’ Company by a Charitable Institution
India has a large number of ‘not for profit’ institutions in the form of public charitable trusts, societies and Section 8 companies. These institutions are not only engaged in socio-economic development activities for poor and economically backward classes but are also involved in education and health care sectors and have set up successful educational institutions and hospitals across India. Many of these charitable institutions have hugely profitable balance sheets and want to invest in share capital of other companies. The moot question that arises is whether these tax-exempt charitable institutions are entitled to participate and invest in other ‘for profit’ companies and continue to avail their tax exemptions.
Arbitration is a private alternative to court litigation. Michael Carrigan, is our Dispute Resolution Consultant and Arbitrator, navigates this deciding process.
I hope you are enjoying the summer. We have had a busy six months since our last edition.
We are coming to terms with Brexit. There has been much discussion of the negative impacts of this prolonged period of uncertainly. We are buoyed by the figures released by IDA, which suggest that since the UK’s referendum on EU membership in 2016, 70 Brexit-related investment have led to more than 5,000 jobs being created. George Kennedy, Partner, provided some interesting insights in his recent interview with Business Plus.
For decades, employers have rounded non-exempt employees’ work time when calculating their compensation. Maybe they have rounded employee work time to the nearest 10 minutes, maybe to the nearest quarter hour, but they done it and, generally, the courts have approved of it.
The Personal Injuries Commission (PIC) report has made important recommendations for ways to reduce insurance premiums and legal costs in the insurance sector.
The 2019 legal landscape of employee mobility continues to evolve, at times drastically. Courts and legislatures are giving increased scrutiny to employers’ claims to protect the confidentiality of their trade secrets and attempts to enforce their employees’ restrictive covenants, including non-competition and non-solicitation agreements. It can be hard for employers to prevent their confidential information and client goodwill from following certain departing employees.
With greater knowledge of the latest legal theories, decisions, statutes, and other developments in this area, employers can better protect and defend their interests—even preemptively—including in the ways they draft their employee agreements, design their compensation structures, and consider whether and when to engage in litigation.
This issue of Take 5 aims to provide a few tools for deciphering and navigating this changing employee mobility landscape.
Countless employment agreements are simply drafted: an annual salary is specified, and the number of working hours is more or less loosely expressed, if at all. Does such an agreement exclude overtime pay?
Maryland recently joined the ranks of states with laws limiting the enforcement of non-compete agreements against low wage workers. Maryland’s recently enacted law (SB 328) bars employers from enforcing non-compete agreements against workers earning less than or equal to $15 per hour or $31,200 per annum.