• Client Alert: Trademark Implications of Brexit

    One consequence of the United Kingdom’s vote to exit the European Union is the questions it raises regarding European trademark protection.   The UK’s “Brexit” potentially will disrupt both the trademark registration process in the EU and registrants’ trademark rights in the UK.

    For the immediate future, there is no change.  EU trademark registrations are protected in the UK by statute as if they were UK registrations.  As a result, owners of EU trademark registrations will continue to enjoy protection in the UK, either by a statutory order, or potentially by way of division from the EU trademark registrations, which might or might not require some action by the trademark owners.  If anything, EU trademark owners may need to file in the UK and claim seniority from the corresponding EU registrations, although this would be sometime in the future.

    It is unclear at this stage whether EU applications filed after June 23, 2016 and before the “Brexit” is complete, or pending as of that date, will extend any protections to the UK.  However, going forward, trademark owners with (or planning to have) operations in the UK would be well advised to file separate UK and EU applications to register new marks.

    For further information and assistance, contact Karen Frank at kfrank@coblentzlaw.com or Thomas Harvey at tharvey@coblentzlaw.com.

  • Philip Feldman Ranked as Leading Private Wealth Lawyer by Chambers HNW 2016

    Coblentz partner Philip Feldman is ranked as a leading lawyer in the Private Wealth Law – Northern California category, Band 2, in the inaugural Chambers High Net Worth guide published by Chambers & Partners.

    Chambers describes Phil as having “expertise advising clients on estate gift and income tax planning, adopting wealth transfer and preservation strategies, philanthropy and trust and probate administration. He represents institutional and individual fiduciaries in trust and estate disputes and administration.” Peers praise Phil as being “very highly thought of and respected” and “a nice person and an excellent attorney,” and note he is “absolutely great and he really knows his stuff.”

    London-based Chambers and Partners conducts intensive, continuous research to identify the world’s leading lawyers and law firms – individual lawyers are ranked on the basis of their legal knowledge and experience, their ability, their effectiveness, and their client-service. Chambers HNW independent research is conducted by a team of private wealth researchers, interviewing hundreds of lawyers, family offices, accountancy professionals, tax advisers, bankers, investment managers and high-end real estate agents.

    Categories: News
  • Coblentz Honored Among Nation’s Best by The Legal 500 United States 2016

    The Legal 500 United States has named Coblentz a “Recommended Firm” in the Real Estate and Construction – Land Use/Zoning category, with a National Band 2 ranking in 2016.

    Described as “a go-to firm for land use and zoning matters in the Bay area,” Coblentz is one of only a few Northern California firms recognized by The Legal 500 for outstanding performance in this area.

    Partners Pamela Duffy, Harry O’Brien and Danna Kozerski also received individual recognition.  Pam Duffy is recognized as a “Leading Lawyer” on The Legal 500 United States 2016’s guide to outstanding lawyers nationwide. Harry O’Brien and Danna Kozerski are recommended by the editorial as well.

    The Legal 500 Series provides worldwide coverage on legal services providers in more than 100 countries, and highlights the practice area teams who are providing the most cutting edge and innovative advice to corporate counsel. Rankings are based on a series of criteria, including research based on feedback from more than 250,000 clients worldwide.

    Categories: News
  • Tim Crudo Interviewed in “Ask the RevRec Experts” Podcast

    Partner Tim Crudo was the interview subject of “Ask the RevRec Experts” podcast, Episode 22: Legally Speaking, from financial software and services company Leeyo. As a well-regarded speaker on the topic of the stepped-up enforcement efforts of the DOJ and SEC on white collar crime, Tim weighs in on what this could/should mean for those in charge of corporate revenue, how to stay on the right side of this enforcement and potential worst-case scenarios, if not.

    Leeyo Software helps companies transform complex revenue accounting and forecasting processes so they can be confident their financials are accurate and compliant. The “Ask the RevRec Experts” podcast reviews questions asked through the website, email, out in the field, webinars or at industry events to find answers for each, directly from guest experts.

    Categories: News
  • Client Alert: Department of Labor Issues Final Overtime Rule

    Last week the Department of Labor published a Final Rule updating the federal overtime regulations.  Most significantly, the new rule increases the minimum salary required to qualify for the Executive, Administrative, and Professional exemptions to $913 per week (or about $47,476 annually).  The new rule also creates a mechanism for automatically updating the minimum salary requirement every three years starting January 1, 2020.  These changes become effective on December 1, 2016.

    This new rule revises federal requirements concerning these exemptions.  However, states may impose different and additional wage and hour requirements.  Thus, employers must be mindful of and compliant with both state and federal requirements.

    California Employers

    California has already increased its minimum salary requirement for the Executive, Administrative, and Professional exemptions to $41,600 per year, effective January 1, 2016.  Because the new federal standard is higher, employers who have current salaried exempt California employees whose salaries exceed the California standard ($41,600) but are less than the new federal standard ($47,476) will need to evaluate their options and make appropriate changes to comply with the new federal rule.  For example, employers could raise employee salaries to meet the new salary requirement and try to maintain their exempt status.  Alternatively, employers could reclassify those employees as non-exempt.

    Employers should understand that any option could have significant implications for the business and their employees.  An individualized audit of the employer’s current policies and practices will help ensure that employees are properly classified and that any changes are consistent with California and federal law.

    We are happy to advise California employers through these changes. To further discuss how these new regulations may affect your business, contact Stephen Lanctot at slanctot@coblentzlaw.com, Susan Jamison at sjamison@coblentzlaw.com, Charmaine Yu at cyu@coblentzlaw.com or Clifford Yin at cyin@coblentzlaw.com.