Do What You Do Best

I was recently at a presentation given by a sales and marketing expert with a significant background in turnaround management for distressed clients. Relying on his in-the-trenches experience, he coached business owners and entrepreneurs on how they could avoid distress by developing—and successfully executing—a vision and strategic plan for their businesses. In his view, many business owners run their otherwise winning ideas aground by trying to wear too many hats in the organization – marketing, sales, human resources, etc. He suggested that owners delegate seemingly simple and quick tasks (e.g., Quickbooks data entry), because a never-ending list of small tasks will drain a business of its most valuable resource: you. He repeated this phrase often: “Do what you do well, and delegate the rest.” Even if delegation requires you to hire a helper (skilled expert or not), your time is worth the outlay of cash. Never is this truer than in dealing with the legal aspects of your business.

As a business owner operating on a shoestring, it may be tempting to search the internet for ways to assess your own legal needs, and to seek guidance from downloads of free contracts, agreements, and policies related to your work. Examples of common agreements readily abound on the internet—independent contractor agreements, non-disclosure agreements, restrictive covenants (non-solicits and non-competes), and sales contracts. And while your DIY legal efforts may generate some worthwhile results, the agreements you find might not be tailored to the correct laws or policies of the jurisdiction of your business. They might even rely on outdated laws, be poorly drafted (which may lead to a court enforcing the agreement in ways you never dreamed), or just be dead wrong.

We frequently consult with small and start-up business owners concerning the status of their organization: What is the legal form of the business and what should it be? What steps can an owner take to limit personal liability? What laws must the owner consider once the business has employees? Are the workers classified and paid properly? How can the business owner protect proprietary information, such as methods, client lists, or special technology the owner uses? Does the business have an employee handbook or anti-discrimination policies? The answers to these questions can have complex ramifications for your business, and costly consequences if ignored.

Do you need an independent contractor agreement? Let us draft and negotiate it for you. Do you have anti-discrimination policies in place for your growing workforce? Let us evaluate your needs and create a tailored policy to cultivate a healthy workplace, free of discrimination and harassment.

Do what you do best while your legal team at the Prinz Law Firm handles the legalities related to your work. We can expertly craft a solution that is within your budget and provides the protection you need.

Categories