text:
Of course, workers' caregiving responsibilities are not limited to childcare, and include many other forms of caregiving. An increasing proportion of caregiving goes to the elderly, and this trend will likely continue as the Baby Boomer population ages. As with childcare, women are primarily responsible for caring for society's elderly, including care of parents, in-laws, and spouses. Unlike childcare, however, eldercare responsibilities generally increase over time as the person cared for ages, and eldercare can be much less predictable than childcare because of health crises that typically arise. As eldercare becomes more common, workers in the "sandwich generation," those between the ages of 30 and 60, are more likely to face work responsibilities alongside both childcare and eldercare responsibilities.Nine years hence, it appears that employers haven't gotten the message. Fortune recently reported that more employees are suing over family care—and winning:
Between 1998 and 2012, federal employment discrimination cases declined overall. But not employee lawsuits over family-leave discrimination: They shot up 590%. In the past 10 years … the fastest-growing type—up 650%—was brought by employees who were taking care of elderly relatives. Nor is this a "women's issue." Well over a third (39%) of those eldercare actions were brought by men, who also filed 336% more paternity-leave lawsuits than in the decade before.
For employers, this gets expensive. Plaintiffs have been winning cases about 70% of the time, the study says, or more than twice as often as they prevail in other kinds of employment suits. Altogether, litigation over what the study calls "FRD," for family responsibilities discrimination, has cost employers almost half a billion dollars ($477,009,417) between 2006 and 2015, more than double what it cost in the previous decade. And that's a conservative estimate, because it doesn't include the cost of confidential out-of-court settlements.This issue hits workers my age particularly hard, as we are bookended by caregiving responsibilities. We not only have our children to which to attend, but also our parents. Employers that mis-perceive employees dedication to their families as a lack of dedication to their jobs are missing the bigger picture. It is not only the right thing to grant your employees the flexibility to attend to family issues when they arise, but it is also the legal thing. $477 million dollars suggests that employers, unfortunately, have not received this message.
As the mind of a blogger works, I thought to myself, "How can I turn this experience into a blog post?" And then I realized that I already had, six years ago, in a post entitled, 10 tips for preparing for your deposition. So join me on this trip back through the archives.
Tell the truth. Enough said.
Answer the specific question asked. Do not volunteer other information. Do not explain your thought process. You are only required to answer the question that is asked. The lawyer on the other side is being paid to ask specific questions to elicit the specific information being sought. Do not do his job for him by unnecessarily offering other information.
If you do not understand a question, do not answer. Simply say that you do not understand. It is the lawyer's job to formulate understandable questions, and not your job to guess at what is trying to be asked of you.
Do not guess. If you cannot remember something, your answer should simply be: "I do not remember." If you have a vague memory, give that vague memory with a qualification.
A deposition isn't a memory test. If you are asked for a time or date, and you cannot recall specifics, it is okay to give an approximation. Just qualify the answer by saying that it is an approximation or an estimate.
Beware leading questions. An examiner is usually allowed to try to put words in your mouth with leading questions. Do not agree to inaccurate statements contained within the question. To same end, do not automatically accept the questioner's summary of your prior testimony, unless it is 100% accurate.
Give complete answers, and then stop. Always finish your answer. If you are interrupted, let the lawyer finish the next question, and then go back and finish your prior answer. If you are finished with an answer and it is complete, accurate, and truthful, stop talking and stay silent. Do not add to your answer because you feel a need to fill the silence.
Documents. If you think you need a document to help you truthfully and accurately answer a question, ask for it. But, do not agree to supply any documents requested by the questioner. All such requests should go through your lawyer.
Objections. Even if your lawyer objects, you usually still have to answer the question. You will only not answer if your lawyer expressly instruct you accordingly (usually because the other lawyer is asking about attorney-client communications).
Humor doesn't work. Sarcasm and humor do not translate well on the written page. Also, never express anger or argue with the questioner, or use even the mildest of off-color language. A deposition is a professional event, and you should act professionally.
We address here when the limitations period begins to run for an employee who was not fired, but resigns in the face of intolerable discrimination—a "constructive" discharge. We hold that, in such circumstances, the "matter alleged to be discriminatory" includes the employee's resignation, and that the … clock for a constructive discharge begins running only after the employee resigns.The Court reached this conclusion for four reasons:
This ruling is scary, and has the potential to work extortionate results on employers. If all an employee has to do to establish a jury claim in an off-the-clock case is say, "The employer's records are wrong; I worked these approximate hours on a weekly basis," then it will be impossible for an employer to win summary judgment in any off-the-clock case.
Craig argues that her "timesheets [sic] alone establish, as a matter of law, that she is entitled to overtime wages." … Craig conflates the issues. In an FLSA motion for summary judgment, a plaintiff must prove both "that he or she performed work for which he or she was not properly compensated," … and that the employer had actual or constructive knowledge of that overtime.…
No one disputes that Craig worked overtime or that she was not compensated at the statutory rate. As such, this case turns entirely on whether Bridges Brothers "knew or had reason to believe" that Craig was working overtime. Whether a party had the requisite knowledge is a question of fact.… It requires "[c]redibility determinations, the weighing of the evidence, and the drawing of legitimate inferences," all of which "are jury functions, not those of a judge." While a jury could conclude that an employer exercising reasonable diligence should know what is on its own time sheets and payroll records, we cannot say as a matter of law that a jury could not conclude otherwise here.
There are no allegations that Tovar herself is transgender or was denied health benefits…, let alone denied benefits because of her sex. Instead, she assumes the discrimination against her transgender son was also discrimination against her. This assumption confuses the true target because it was not Tovar who was discriminated against; it was her son (a non-employee and non-party) who was the sole object of the discrimination. This does not support a claim of discrimination.…
Tovar has alleged no … discriminatory conduct or adverse action taken by Essentia against her. Instead, she argues "she is entitled to the full enjoyment of the privileges of her employment, including access to and use of her health care benefits equal to that of other employees." Yet, there are no facts in the Complaint to support that she was ever personally denied the benefits or privileges of her employment or personally experienced anything less than full coverage of the benefits provided.This holding is very different from Thompson v. North Am. Stainless, in which the Supreme Court recognized a claim for "associational retaliation." In that case, both the complaining employee and the terminated employee were both employees, and the alleged discriminatory action was against an employee. In Tovar, the alleged victim of the discrimination was not an employee.
In promoting the show, Rhett Miller, the band's lead singer, gave an interview to Scene Magazine. What did Rhett say was his "favorite Cleveland memory"? Singing with Norah, of course.
I had a solo gig at the Music Box, which is a great room, and there and there was a sweet little girl who got up on stage and sang "Firefly," a duet I do. She was so brave. It's such a rare thing. It's so dangerous to pull a stranger up on the stage particularly when it's a little kid but she totally nailed it.
We forgive Rhett that time has dulled his memory of the song they actually sang (it was The New Kid). But that's more than ok. How freakin' cool is it for Norah that a bona fide rock star's best memory is singing with her?
Here's the rest of what I read this week:
Social Media & Technology
HR & Employee Relations
Wage & Hour
Labor Relations
OSHA & Workplace Safety
[Photo by Kristie Brown Gripp]
The Company expects all employees to behave in a professional manner that promotes efficiency, productivity, and cooperation. Employees are expected to maintain a positive work environment by communicating in a manner that is conducive to effective working relationships with internal and external customers, clients, co-workers, and management.What could be wrong with a workplace policy that tells employees to "maintain a positive work environment"? Everyone loves, positivity, right?
The rule at issue here more broadly restricts employee communications and is not limited to conduct that would objectively be viewed as unprotected. Rather, we find that employees would reasonably understand the rule's requirement that they communicate "in a manner that is conducive to effective working relationships" with coworkers and management as prohibiting disagreements or conflicts, including protected discussions, that the Respondent subjectively deems to not be conducive to "a positive work environment."Translation? Good luck writing a handbook policy that even touches employee communications that will pass muster with the NLRB. On this issue, I, and employers everywhere, are positively glum.
Here's a 15-second sneak peak of what you'll see at Brother's Lounge on the afternoons of May 14/15.
Here's what I read this week:
Social Media & Technology
HR & Employee Relations
Wage & Hour
Labor Relations
OSHA & Workplace Safety
From Thompson's HR Compliance Expert:
The U.S. Department of Labor is considering a lower, $47,000 salary threshold for its upcoming overtime regulations, according to news reports….
The version of the rules that DOL proposed last June would more than double the threshold for its Fair Labor Standards Act white-collar exemptions. If the rules were implemented as proposed, employees only would be eligible for those overtime exemptions if they were paid $970 per week, or $50,440 annually.
DOL sent final rules to the White House's Office of Management and Budget on March 14. A group of Democratic lawmakers urged OMB to approve the rules quickly while Republicans in Congress introduced legislation to block the rules.
OMB has been meeting with stakeholders every few days and, according to various news reports, DOL agreed to consider a $47,000 threshold. Final rules are expected any day.
While this is certainly good news for employers, I question whether it is good enough. Consider, for example, California, the Willy Wonka Chocolate Factory of employment law. The current salary threshold for exempt employees is $41,600. Even at the supposed lowed $47,000 mark, the federal standard would eclipse California by 13 percent. Yet, compare the cost of living in Los Angeles, California, to Cleveland, Ohio. It costs an approximate 37 percent more to live in Los Angeles than Cleveland. And that's not nearly as big a difference as Omaha, Nebraska (52 percent) or Jackson, Mississippi (64 percent). In other words, the $47,000 salary test is not an apples-to-apples comparison, and, even at this "lower" level, still imposes a significant economic burden on businesses.
For now, stay tuned. No one outside a select few in D.C. (who aren't talking) have seen the final regulations. They are still on track to be published this summer, with an expected effective date in September.
[T]he more I came to believe in the value of a "meternity" leave — which is, to me, a sabbatical-like break that allows women and, to a lesser degree, men to shift their focus to the part of their lives that doesn't revolve around their jobs.
For women who follow a "traditional" path, this pause often naturally comes in your late 20s or early 30s, when a wedding, pregnancy and babies means that your personal life takes center stage. But for those who end up on the "other" path, that socially mandated time and space for self-reflection may never come.…
It seemed that parenthood was the only path that provided a modicum of flexibility. There's something about saying "I need to go pick up my child" as a reason to leave the office on time that has far more gravitas than, say, "My best friend just got ghosted by her OkCupid date and needs a margarita" — but both sides are valid.The backlash against Ms. Foye was swift. For example, the following are just a couple of the tweets the Today Show received in response to its story on me-ternity leave.
.@TODAYshow I am not a parent but meternity leave clearly trivilizes parenthood. Maternity leave is not a vacation. #OrangeRoom— Katherine Locke (@Bibliogato) April 28, 2016
@TODAYshow Isn't that PTO/vacation? Maternity leave is NOT a vacation, and sometimes isn't even paid.— Brittany (@britt_whit) April 28, 2016
What is the oddest job in America? It might be the folks who blur to the naughty bits on Discovery Channel's Naked and Afraid. From The Seattle Times:
"This is a totally weird work environment," said Shaun O'Steen, the 45-year-old leader of the team, which calls itself the Blur Man Group. "I mean, what job can you say, 'Oh, my God, look at that penis,' and not have to worry about HR?" … For O'Steen, the task is slightly complicated by one more fact: His desk is opposite that of a 27-year-old who is the only woman and, by far, the youngest member of the blurring group. She is also his wife.
No matter how weird you think your job is, I'm going to bet it's not this weird.
Here's what else I read this week:
Social Media & Workplace Technology
HR & Employee Relations
Wage & Hour
Labor Relations
OSHA & Workplace Safety
is designed to provide essential information about the FMLA, including information about employers' obligations under the law and the options available to employers in administering leave under the FMLA. The Guide is organized to correspond to the order of events from an employee's leave request to restoration of the employee to the same or equivalent job at the end of the employee's FMLA leave.
"1. It follows the FMLA regulations and the course of a typical leave request in a relative orderly manner.
"2. It contains easy to follow flowcharts so that employers can better understand the typical FMLA process, including a cute little "Road Map to the FMLA" that provides an overview of the FMLA process. You'll even find some interactive cartoons along the way to further explain the regulations.
"3. It includes "Did You Know?" sections to give employers a heads-up on some of the lesser-known provisions and nuances of the FMLA regulations.
"4. It highlights user-friendly charts and explanation of the medical certification process, including what information is required in certifications.
"5. It provides a helpful overview of military family leave, which often can be a bit overwhelming to employers attempting to navigate this portion of the FMLA."Look at it this way. For companies with 50 or more employees, the FMLA ranks very highly on the list of HR headaches. If this guide answers even one question for an employer, it has justified its publication.


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Relevant offers
More than 21,000 beneficiaries have had their income support cut for travelling overseas since last July, the Government says.
But opponents have raised concerns about the number of people affected, dubbing it the latest round of "beneficiary bashing".
Social Development Minister Paula Bennett said she was surprised by the "staggering number" of beneficiaries, excluding superannuitants, who were travelling overseas.
"These figures are the number of people who chose to travel knowing their benefit would be suspended.
''Every day we hear stories of how people cannot live on the benefit. Today you're hearing that literally thousands can not only live on it but can afford to travel overseas as well."
Bennett said more than 1750 people have had their benefit suspended for multiple overseas trips since July.
The largest group of suspensions applied to nearly 11,200 people on job seeker benefits, followed by more than 4800 solo parents and about 3500 on the supported living payment.
A total of 4880 people had their benefits cut because they did not reconnect with Work and Income within eight weeks of their departure.
Under the new rules, beneficiaries must tell Work and Income if they intend to travel and can have their benefit stopped immediately if they fail to do so.
Bennett said the new rules still allowed for some overseas travel such as on compassionate grounds while people who did not have work obligations could travel for up to 28 days a year.
Labour's welfare spokeswoman Sue Moroney said it was an example of the Government "using every excuse and every technicality they can to get people off benefits to make themselves look good".
"Really what I would celebrate is if they were going into paid work because then we'd know that was progress."
It was likely a number of those people who had left "have given up on the local job market" and headed offshore for better opportunities, she said.
"We don't know how many people are off at short notice to go and see sick relatives and haven't had time to give Work and Income notice, we just don't know because the minister has been very cagey with the information about why those people were traveling."
She also wanted an assurance that no beneficiaries were having their benefits cut because of Work and Income failures which she said she was hearing about regularly.
There had always been restrictions on beneficiaries travelling overseas, she said.
But Bennett was confident that Work and Income were getting it right.
In January there were 3693 suspensions but only 38 cases where people were later back paid based on compassionate grounds such as a family tragedy, she said.
They were open to considering cases on compassionate grounds and said one man's family had paid for him to travel to Australia 11 times since January to visit his sick grandson and who had not been penalised.
In a lot of cases it was family and friends paying for beneficiaries to travel for a holiday, she said.
Green Party welfare spokesperson Jan Logie said 21,000 was a "huge number of people for the Government to be removing from income support".
"It's really unclear to me if people are aware of the new rules and the risk of losing their benefit."
While Bennett said they had made every effort to inform beneficiaries about the changes, Logie said they had received regular complaints about inefficiencies in the WINZ system and the difficulties beneficiaries were having in dealing with the agency.
This could be contributing to the high number of people who were affected, she said.
It was also possible that many of those on the jobseekers benefit were overseas looking for work or had recently lost jobs and had overseas holidays booked previously.
The system was "not doing justice to what social security is supposed to be about".
Porirua's Agape Budgeting Service director Brian McGettigan said that many beneficiaries were being caught out as they did not realise that New Zealand Customs was sharing information with Work and Income.
"A lot of people have a thing about telling WINZ everything and it's this barrier with WINZ, because they're not friendly, they're not a friendly outfit for most people... so it's that barrier still of 'Well I won't tell them they won't know' and a lot of people still haven't been educated to know that WINZ are now cross correlating with the border and you'll get caught."
He expected the number would come down when people realised they could not get away with it and faced having to get by with their benefit suspended when they got back to New Zealand.
He said it was a fair policy, however.
"I think if you are on a benefit, how on earth can you afford to go because you can't even afford to live in a reasonable way on a benefit."
Many of those beneficiaries were taking out loans to get there, with the problem particularly acute in the Pacific Island community.
"If you are a Pacific Islander and one of your family members is having a funeral and you are the oldest in the family, you've got to go. You don't have a choice... and it's not to just travel, it's gifts and so on. It gets quite high - a lot of money," he said.
"Usually it's a family event but there's an awful lot of people going to Aussie not for family events, too."
Federation of Family Budgeting Services chief executive Raewyn Fox said many working-poor families could not afford to go on holiday and questioned how beneficiaries could afford to do so.
"If you're not here and can afford to travel overseas then you shouldn't be getting a benefit."
She said the reasons why those people were travelling needed to be properly understood however, as some might have genuine reasons for doing so.
"Maybe there are the occasional circumstances whereby a single mum struggling to bring up the kids from the Pacific Islands goes back to stay with her mum for a wee while to help her out. That might be a different situation."
She was not hearing concerns or feedback about the issue from the Federation's members.
Auckland Action Against Poverty spokesperson Alastair Russell labelled it the latest round of "beneficiary bashing".
"How many people have left New Zealand having abandoned all hope of getting a decent job? How many have left because of their experience of on-going Work and Income harassment?" he said.
"Life on a benefit is brutally hard. Children go hungry. Choices are made about what bill goes unpaid. Go into Work and Income and leave your dignity at the door. This is the real world and not the fantasy that Ms Bennett wants us to buy into."
- Stuff
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subset: commoncrawl


text:
Make Your Own Cereal Bars
Quick look
- prep 10 min cook 15 min
- serves 25
Peanuts are an excellent source of protein, iron, and fiber, while flaxseed has a wide range of health benefits including being rich in alpha-linolenic acid, an essential fatty acid that contributes to heart health. Beyond that, they are a fun and convenient snack on-the-run or anytime.
Cranberry-Peanut Cereal BarsNumber of servings: Per square
- 3 cups puffed whole-grain cereal, like Kashi
- 1/2 cup chopped dry-roasted unsalted peanuts
- 1/4 cup chopped unsweetened dried cranberries
- 2 tablespoons ground flaxseed
- 1/3 cup creamy peanut butter
- 1/2 cup agave syrup
- 1
Preheat the oven to 350°F. Coat an 8-inch square metal baking pan with nonstick cooking spray.
- 2
Stir together the cereal, peanuts, cranberries, and flaxseed in large bowl.
- 3
In a small saucepan over low heat, stir together the peanut butter and syrup until the mixture boils, about 1 minute. Stir into the cereal mixture until well-blended. Scrape into the prepared pan and press down firmly with the back of spatula to compact.
- 4
Bake until the edges are golden, about 15 minutes. Cool thoroughly before cutting into squares.
How to make it 25 minutes
Nutritional Information(per serving)
- Calories: 112
- Fat: 4g
- Saturated Fat: 1g
- Cholesterol: 0mg
- Sodium: 78mg
- Carbs: 19g
- Protein: 3g
- Fiber: 2g
See also:
Oatmeal-Peanut Butter Trail Bars
Chewy Date and Walnut Bars
Mixed Nut Bars
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8 Things That Are Good For Me (But That I Still Won't Try Any Time Soon)
Did you know that if your refrigerator dies you can put a live frog into a glass of milk to keep it fresh? Some frogs produce antibiotic peptides that help preserve milk. Glad to know, even though there's no way in hell I'm going to try it. Here are other 'healthy remedies' I'm steering clear of:


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Former clerk employee pleads guilty to theft
December 09, 2011 at 9:49 am | Mobile Reader | Print
Kerri H. Breaux, 42, of 150 Birch St. in Luling, received a five-year suspended sentence, was placed on three years of active probation and was sentenced to one day in parish prison after pleading guilty on Thursday. Breaux will also have to perform 50 hours of community service at St. Charles Parish Hospital and must pay the clerks office $649.25.
According to authorities, Breaux, who had worked in the clerks office for more than 16 years, stole $649.25 over the course of several months. The theft was discovered by a co-worker when Breaux was out of the office, according to Sheriffs Office spokesman Sgt. Dwayne LaGrange.
LaGrange said that on at least seven occasions, Breaux recorded a false amount of fees collected and kept the difference.
Breauxs guilty plea came a day after two other former employees of the clerks office were arrested for theft.
Brittany Jones, 25, of 122 Champagne Drive in Hahnville, was charged with two counts of theft under $500, two counts of malfeasance in office and two counts of injuring public records. Tina Bourque, 41, of 165 Martin Lane in Des Allemands, was booked with 23 counts of theft under $500, 33 counts of malfeasance in office and 33 counts of injuring public records.
Bourque was first arrested on Nov. 7 and booked with two counts of each charge.
The arrests came after an investigation by the Sheriffs Office into the theft of ticket fines at the courthouse. Both women were fired after the alleged thefts were discovered, authorities said.
Authorities say both women are accused of taking cash and checks for traffic fines at the clerks office and keeping the money.
The theft was originally discovered on Nov. 2 after a person paying Bourque for a traffic citation later received notification of withdrawal of driving privileges for not paying for traffic fines, according to authorities.
The check provided to Bourque did not list a payee. Authorities say that a subsequent investigation revealed the check payee was listed as cash and that Bourque cashed the check at a local store.
An additional ticket was paid for with cash, which Bourque allegedly kept. Court records show the charges were not prosecuted and there was no record of payment.
Sheriffs Office spokesman Capt. Pat Yoes said that since Bourques arrest, several residents came forward to report that they had paid their fines at the clerks office only to receive warrant letters in the mail.
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This is a LOUD COLORED LEOPARD APPALOOSA MOLLY MULE that is very well broke and experienced. This mule has been used in the stockyards and feedlots to…SOLD
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This is a BAY QUARTER HORSE GELDING that has been used for trail riding, working cattle, checking fences, and ridden on camping trips. He is well broke…SOLD
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This is SH QUINCY CHEX, a registered AQHA bay gelding that is extremely well broke. This gelding has been used as a ranch horse. He has been ridden in…SOLD


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Today's Devotional
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How to reset Windows Vista password
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Q&A with one of San Diego's top brewers, Tomme Arthur
Ten years of Belgian brews
5 p.m., May 26
Posted November 1, 2013
"Halloween street" pulls in over 1000 on spookiest night of the year
When one sells a house on the two-block-long Sandcastle Drive in Cardiff-by-the-Sea, perhaps it should be required to disclose that the home is on a "Halloween street." Five years ago, KNSD Channel 7 news listed ...
5 p.m., May 26
Matt Potter 4:45 p.m., May 26
Garrett Harris 4 p.m., May 26
Dave Rice 2:30 p.m., May 26
Walter Mencken 2 p.m., May 26
Scott Marks 1:30 p.m., May 26
David Batterson 12:30 p.m., May 26
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DEFINITION of 'Patent Troll'
A derogatory term used to describe people or companies that misuse patents as a business strategy. A patent troll obtains the patents being sold at auctions by bankrupt companies attempting to liquidate their assets, or by doing just enough research to prove they had the idea first. They can then launch lawsuits against infringing companies, or simply hold the patent without planning to practise the idea in an attempt to keep other companies productivity at a standstill.
BREAKING DOWN 'Patent Troll'
The name originates from an educational video released to corporations in the early 90's. The goal of the video was to alert corporations to the newest scandal in business, as well as to dissuade potential future trolls. The video depicted a troll rushing into the patent office stealing the patent from the rightful owner.
Design PatentA patent protecting the unique visual qualities of a manufactured ...
Patent ReexaminationA process conducted by the U.S. Patent and Trademark Office (USPTO) ...
Patent AgentA professional licensed by the United States Patent and Trademark ...
Patent AttorneyA lawyer with expertise in intellectual property law as it pertains ...
Patent PendingWording inventors use to let the public know they've filed a ...
TrademarkA recognizable insignia, phrase or other symbol that denotes ...
Fundamental Analysis
Pharma Patent Trolls: Cheap Drugs At A Steep PriceThough patent trolls can help patients achieve cheaper medication in the short-term, everyone pays for it in the long term.
Patent Wars And Their Effect On Your WalletHow can patent wars, and patent trolls, affect new businesses?
Protecting Your Idea: Should You Patent It?At what stage of development should you patent an idea – and which ideas can you patent? Here's how to decide and what to do next.
Hiring A Really Competent Patent AttorneyUse this guide to find a well-qualified attorney to guide your application through the complex patenting process at the best possible price.
Top 5 Patent HoldersThese patent-holders may not be household names, but some of them have 10-times more patents than Thomas Edison.
From Idea To Product: 4 Steps To SuccessThese steps will help you bring your million-dollar invention to life, without breaking the bank.
6 Drug Companies With Expiring Patents In 2011The 2011 "patent cliff" is approaching and many big name pharmaceutical manufacturers face patent expiration on their core products. Is this a coffin nail or can these companies overcome generic ...
Personal Finance
8 Inventions That Made Our Lives EasierThese inventions in the fields of finance, healthcare, technology, food and energy have greatly improved our standard of living.
Stock Analysis
The Long-Tail Value Of Supreme BrandsBrand value can make old products into incredible winners.
How To Protect Your Intellectual PropertyIntellectual property rights - patents, trademarks, trade secrets and copyrights - protect creators of everything from new products to new pop songs.
Can you realize capital gains on intangible property?Learn more about capital gains and losses and how they may apply to intangible assets. Find examples of intangible assets ... Read Answer >>
What are typical examples of capitalized costs within a company?Learn examples of capitalized costs such as expenses incurred to put fixed assets to use as well as software development ... Read Answer >>
What are some common examples of noncurrent assets?Learn more about noncurrent assets and examples of noncurrent assets, such as tangible fixed assets, intangible fixed assets ... Read Answer >>
What are the major barriers to entry for new companies in the drugs sector?Find out why barriers to entry for U.S. drug companies are so high and how the Food and Drug Administration, or FDA, inhibits ... Read Answer >>
What is the difference between a biotechnology company and a pharmaceutical company?Make better investment choices by discovering the difference between biotechnology and pharmaceutical companies, including ... Read Answer >>
What do high economic profits in a given industry suggest about that industry?Learn how certain industries have high economic profits and what it says about those industries; the key is the industry ... Read Answer >>