Loosely.
That is a notably abbreviated yet reasonably responsive answer to the above headline query in today’s blog post. For, indeed, while there are specific characteristics commonly linked with so-called closely held businesses, there is no associated list of tight requirements.
We noted in a recent blog post the truism that employers' day-to-day workplace concerns are both myriad and complex. There is routinely a lot on the minds of successful entrepreneurs and established business principals in Connecticut and elsewhere as they focus on profitability and long-term success.
Including employee-centric matters, which can range broadly from work-linked productivity and safety concerns to training initiatives and the careful fostering of a discrimination-free environment.
The word "litigation" is a term that alarms and even terrifies many business principals.
And for good reasons. For starters, taking a business dispute to court or defending against a legal claim is a fundamentally unpredictable proposition. Risks abound in litigation; certainty seldom attaches to a judge's or jury's ultimate determinations concerning a legal conclusion.
The prototypical divorce of yesteryear in the United States is far removed from legions of more creative and tailored outcomes that are being realized these days.
Remember those family-based television sitcoms of decades past? If they addressed divorce at all, they typically did so from the perspective of mom and the kids remaining in the family home and dad popping in occasionally from elsewhere to reconnect. The mother almost always had sole custody over the kids, with the father having visitation rights that often approximated an every-other-Saturday model.
One challenging aspect of divorce is figuring out who should pay child support and how much. The judge decides based on income and may include deviations from standard guidelines under specific circumstances.
However, this order is not necessarily permanent. As finances change for either parent, so can child support. If you receive payments, you may be able to request a modification for an increase in the amount if you meet one of these requirements.
The National Federation of Independent Business is reportedly the largest association focused exclusively on the pulse of small business health and growth in the United States. It merits attention when the NFIB beams in with data spotlighting commercial activity and sentiment in that dynamic business realm.
Here’s what federation officials are currently stressing: The steady optimism widely expressed by small business principals nationally over the past couple years is beginning to wane.
Fixed yet variable.
That is a suitably apt description for the contours of child support in Connecticut. We note on our website at the established New Haven family law firm of Berdon, Young & Margolis that, while a set formula largely governs support outcomes, “the court can [also] allow flexibility for certain circumstances.”
We noted in our immediately preceding blog post the close link between state government dictates on economic matters and their spillover implications for commercial entities. Our December 3 entry stressed how closely “government performance and policy affect local businesses and growth opportunities.”
A Connecticut business panel has focused on that nexus for many months now, being tasked to make recommendations to state leaders that can fuel economic growth and spur business profits. The group communicated earlier this year with Gov. Dannel P. Malloy. Its members are now passing along “evolved proposals” to Gov.-elect Ned Lamont and state legislators.
We applaud you if you’re an established Connecticut business owner or fledgling entrepreneur seeking to commercially grow and prosper in the state. If you’re reading our blog, we know you are centrally concerned with the same challenges and opportunities that we daily focus upon at Berdon, Young & Margolis, PC, in New Haven. Our law firm has been a proven business advocate for creative and driven individuals like you for decades.
We know what’s on your mind, and spotlight those concerns on our business law website. We note therein the sheer complexity of doing business – both in Connecticut and across its borders – and the fact that a company principal can seem rudderless without ready and confident access to proven legal advisers. Going it alone, we underscore on our site, is akin to “doing battle in the marketplace unarmed.”
Ambiguity can attach to much subject matter in the business world. A company owner in Connecticut or elsewhere does not want to deal with it in the context of worker classification.
For purposes of American federal labor law, notes an online primer on a key subset of that topic, a worker “is either an employee or an independent contractor.”
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