Ortoli | Rosenstadt: What Exactly Is a Seller Responsible for When Selling Its Staffing Firm?
Buyers of a business generally expect sellers to be responsible for certain liabilities relating to when the seller owned its business—a concept mergers and acquisitions professionals refer to as indemnification. Indemnification is one of the most heavily negotiated, and potentially most significant, provisions of a purchase agreement, and understanding the terminology common to such agreements is essential when negotiating a deal. Attorney Paul Pincus of Ortoli Rosenstadt LLP explains what sellers are liable for, how a seller’s liability may be limited, and how buyers may seek to fund potential indemnity claims.
BLS: Staffing Employment Declined in November
NFIB Jobs Report: Main Street Jobs Openings Dip Slightly in November
Resources on Diverse-Owned Businesses Available for ASA Members
Staffing companies—particularly small businesses and minority-, veteran-, LGBT-, and woman-owned businesses—find they may be able to partner with larger companies that have supplier diversity initiatives in place.
The ASA inclusion, diversity, and equity advocacy (IDEA) group has developed guidance for ASA members interested in partnering with those companies or in becoming a diverse-owned certified business. The ASA IDEA group is sponsored by ASA corporate partners ClearlyRated and Monster along with supporting sponsor WorkN.
Visit americanstaffing.net/diversity for a directory of diversity certification organizations, a glossary of common terms, and more.
Welcome New ASA Members
The ASA board of directors and staff welcome the following new members, which joined during the week ending Dec. 3.
ATL GA Staffing LLC
Grimsby, Ontario, Canada
Workplace Law Update: Essential Items on Your December To-Do List
Hiring Considerations for California Employers in 2024
Chicago City Council Set to Delay Implementation of New Paid Leave Law
Almost a month after a new paid leave ordinance was approved by the Chicago City Council, a series of amendments was approved by the city council’s workforce development committee. Among the proposed changes is a six-month delay in implementation.
The ordinance, which requires all employers to provide at least 10 days of paid leave to all workers, was vigorously opposed by the business community and currently is scheduled to go into effect Dec. 31. The package of amendments, including the implementation delay, is an effort to give businesses—especially small businesses—more time to understand the new ordinance so they can comply.
The full City Council is likely to vote on the proposed changes next week. If enacted, the amended ordinance would become effective July 1, 2024.