Enterprise and business
If you take good care of your business, you can do business without worries.
Doing business means making appointments. Lots of appointments. With partners, staff, suppliers, customers, the government, etc. Good contracts are therefore a necessary part of a healthy business economy. Whether it concerns “internal” contracts, such as shareholder agreements and employment agreements, or “external” contracts, such as takeover and cooperation agreements. (Advice on) a good contract in which clear rules of play are laid down, makes it possible for the company to focus on the development of the company.
A good contract is clear as a tightly organised march route: who participates and under what conditions, what is the destination, what input is needed to achieve the goal, who makes the decisions, what happens if things go wrong along the way, who can intervene and what sanctions can be imposed.
Organising such a march route is a profession. Our profession.
More about Entrepreneurship & Business:
Click further if you would like to learn more about how we can advise you on the following areas/topics:
SPECIALIZED LAWYERS
These are our lawyers who are specialized in this area.
More about enterprise and business
Medium-sized business premises or other business premises: what is the difference and how do you determine which is which?
There are two different rental regimes for commercial property: rental for medium-sized business premises, such as stores and catering establishments (7:290 business premises) and other business premises (7:230a business premises). The applicable rental regime is indicated by the section of the Dutch Civil Code that applies to that rental regime. Rent for medium-sized business premises is regulated in Section 7:290 of the Dutch Civil Code and is therefore also referred to as 7:290 business premises. Section 7:230a of the Dutch Civil Code regulates the rent for other business accommodation, the so-called 7:230a business accommodation.
Justified employee job reassignment after serious incident?
A question that we as employment lawyers receive with some regularity is whether an employee can be placed in a lower position with a lower salary after one or more incidents. In many cases an employee will not voluntarily agree to this and the question arises whether a unilateral change of position is possible. This question was addressed by the subdistrict court in its judgment of December 31, 2020.
Summons Dismissal: Requirements and Recent Rulings
Many employers are occasionally confronted with an employee whom - in view of the seriousness of the conduct - they wish to part with immediately, i.e. dismiss summarily. But is this really possible? In this article, we will discuss the requirements for summary dismissal and three recent decisions by subdistrict courts that have ruled on summary dismissal.