Come along to our Alternative Provision Conference – ‘Progressive Change’ this coming November!
The conference will focus on the benefits of alternative provision and discuss progressive change.
Guest speakers confirmed so far…
We are delighted to announce we will be joined this year by Sarah Dove, from Phoenix Education Consultancy. Sarah has over 15 years in strategic educational roles across pupil referral units, alternative provision, specialist resource provisions, psychiatric in-patient services, hospital education, care homes and secure settings.
We will also be joined by Kiran Gill from The Difference. Kiran started her career teaching in inner-city secondary schools, specialising in teacher training and improving literacy teaching across the curriculum. Her published research focuses on poverty, social mobility and the evolution of the school led system in England.
The conference will address:
Achieving alternative provision excellence across the sector
Effective models of school and provider relationships
Increase in 14-16 year olds being excluded from mainstream schools
Rise in the number of home-educated students being removed from schools by parents
Sustainable, suitable transition to post-16 training or employment
A recent article in The Wall Street Journal addresses the fascinating topic of scent marks. While the marketing world is increasingly exploring the possibilities of advertising through appeals to our senses other than sight, among them touch and smell, the question arises as to whether scent marks can be protected legally – and hence carry value for their holders.
While in the US some scent marks have received the USPTO examiner’s approval, and descriptions such as ‘the mark consists of the scent of’ bubble gum, oranges, piña colada, vanilla, and so on can be read in the Register, this is not the case in the EU or in Switzerland. Indeed, for a mark to be registered in those jurisdictions, it must first be capable of being represented graphically. Failing that, a mark can simply not be registered in a paper or electronic Register.
Capturing the scent There is a reason for this. Indeed, the problem with scent marks may be more technical than legal, as the case of the Eddy Finn Ukulele Company’s piña colada-scented ukuleles shows. This company, which sells ukuleles smelling of piña coladas, discovered that ukuleles they had shipped to overseas markets had lost their scent during the trip.
The volatility of scents is not the only issue, however. As any perfume-wearer would know, scents also evolve with time and moreover are perceived differently from one person to another. And these problems also have implications for the registration process. What should be filed? Bottled samples, whose content will change over time, and which two different examiners will perceive in different ways? Chemical formulas?Descriptions? The answer has yet to be found. Moreover, if we keep in mind that the function of a mark is to distinguish brands from each other, this might prove to be quite the challenge when dealing with two marks ‘consisting of the scent of oranges’, for example.
That said, scents remain a wonderful marketing tool worth exploring. When we recall that smell is the sense that conveys the strongest emotional value of all and that emotions play a crucial role in consumer behaviour, the massive potential of scents in the market becomes clear. We all have our madeleine of Proust, and smell can bring to the surface feelings and sensations that were deeply buried within us and thought lost forever.
Similarly, studies have shown that the smell of vanilla has a calming effect on cattle, and this has led to the wide use of this scent in the feed industry. A pleasant scent could have the power to blur the sensation of time for consumers and modify their visual or taste perceptions in ways that may encourage them to purchase more. This power is already being harnessed in boutiques and malls around the world: Abercrombie & Fitch, with its signature scent ‘Fierce’, and Verizon Wireless, with the ‘flowery musk’ that perfumes its stores, are two major players that use scent marketing with flair.
When managers announce their earnings in a press release they can disclose a great variety of performance measures. These ‘alternative performance measures’ are created by them, without following any accounting standard. Critics claim these measures are disclosed to mislead investors, while managers state their objective is to provide valuable information to capital markets.
Join Prof Ana Marques (Norwich Business School) to find out how to tell which measures are useful, and the impact of industry competition and the institutional environment.
Inaugural lectures recognise and celebrate the promotion of UEA academics to the position of professor, whilst giving audiences the chance to hear about their research and its impact on society. These lectures are free and open to all, and there’s no need to book; simply turn up on the night, or watch live via YouTube. Each lecture is followed by a free drinks reception, with a chance to meet the speaker and ask them questions about their research.
These lectures are free and there’s no need to book; simply turn up on the night!
Rihanna’s attempt to trademark her name ‘Robyn’ at the US Patent and Trademark Office (USPTO) has been opposed this week by DC Comics citing likelihood of confusion with Batman’s famous sidekick ‘Robin’. Novagraaf’s Helene Whelbourn examines the trademark implications of using your own name as your business name.
Rihanna certainly isn’t the first to seek to register her name as a trademark for use in business, but the opposition highlights one of the major shortfalls of such a strategy, even for those that are otherwise well known: someone may have got there first! Equally, not everyone’s name will be considered ‘distinctive’ enough to satisfy trademark registration requirements. Names are treated no different to any other trademark.
What should you do, therefore, if you have chosen to name your business after yourself? There are many examples of ‘famous’ names that have fallen foul of trademark law.
The Elvis Presley trademark has been the subject of multiple court cases over who owns or has the right to use the name. In the UK, it was held that the name had been used for so many merchandising products by so many companies that it lacked the ability to distinguish the goods of one company from those of another company.
The fashion (e.g. Louis Vuitton), leisure (e.g. Hilton hotels), and food and drink (e.g. Kellogg’s) sectors provide many examples of successful brands that have been built on the founder’s name. However, there are plenty of cautionary tales, too, from family in-fighting, such as with Gucci and Asprey, to loss of name after business sale, as both Elizabeth Emmanuel and Karen Millen found to their frustration.
Much will also depend on the relative distinctiveness of a name or surname for use in identifying a particular owner’s products or services; in other words, the more unusual your name, the more likely it may be deemed to be distinctive. (John Smith’s Brewery providing here the exception that proves the rule, but then the brand name dates back to the 1800s.) Similarly, the more common the name, the more likely it is that someone else will have got there first.
Even if the name is available, it is not guaranteed that the UK IPO or WIPO will accept the trademark application. Here, you may be able to improve your odds by combining your name with a distinctive logo, for example.
Top tips
You should always search to check your name is available for use and registration before you start a business under the name.
If you want to be famous, register your name (if possible) before you become famous to stop others jumping on the merchandising bandwagon.
Even if you don’t want to be famous, if your name is your business name and if the name is capable of being registered, you should do so. It’s an asset of the business and a registration could increase the value of the company to a potential buyer.
If you sell your business, make sure your name registration is not sold with it – if the name is the essential value of the business, you can always licence it to the new owner.
Refusals after the fact If you have been refused registration of your name as a trademark, either for the reason that it was not considered distinctive or because it was already taken, you are not prevented from using your name for ordinary business purposes. However, it is advisable to consult with a trademark attorney to ensure that your use of the mark is not infringing the existing registered right.
Your attorney will also be able to advise you on the steps that you can take to obtain protection for your business name, including any adjustments you may need to make in order to register it as a trademark.
As Rihanna has found in her application to register ‘Robyn’ for use in merchandising, oppositions can come from the most surprising of sources.
This one day conference will demonstrate new technologies, products and business models that can be successfully applied in the agri-tech and biotech sectors. It will provide attendees with new tools and approaches to unlock their business potential and growth through innovation.
The agri-tech sector is considered to be one of the world’s fastest-growing markets. The UK Government has identified agri-tech as one of ‘eight great technologies’ that will propel the UK to future growth and receive a funding boost. The entire agri-food supply chain, from agriculture to final retailing and catering, is estimated to contribute £96 billion or 7% of GVA.
Cost:Conference places from £30 and exhibition spaces £150. Register and book your standHERE.
Venue:KingsGate Conference Centre, Peterborough, PE1 4YT
Agri-tech innovation unlocked offers: • Innovation solutions to address industry challenges in agriculture and food manufacturing • Expert industry speakers who will provide the latest developments in the agri and biotech sectors and give practical examples of innovation • Adapt’s successful approach to facilitating innovation and business growth • Investment and grant funding opportunities • Direct access to Adapt’s network of research and technology organisations, innovators and potential customers • Debate how businesses can benefit from the £100bn bioeconomy market. • Opportunity to set new industry standards with innovative and sustainable products and influence government policy • Cross-sector collaboration linking food, water, energy and land management to address food security issues now and in the future • Networking with businesses, investors, funding bodies and local enterprise partnerships • Exhibition of companies, research and technology organisations developing products, materials, and technologies for agri-tech and bio-tech sectors.
Who should attend? Businesses operating in the food and drink, agriculture, biotech, and manufacturing sectors; investors and analysts looking for new technologies and investment opportunities; local enterprise partnerships and economic development teams.
The conference is organised as part of InCrops project and will showcase the impact of this ERDF funded project on stimulating innovation among businesses.
Please get in touch atadapt.events@uea.ac.ukor call Julia O’Rourke on 01603 591765 if you have any questions about this event.
The Chief Executive of Her Majesty’s Revenue and Customs, Jim Harra, has announced that the Coronavirus Job Retention Scheme (CJRS) for furloughed workers is due to open on 20th April 2020 for applications.
The CJRS was announced on 20th March 2020 and is due to back date payments to the beginning of March but has not yet opened for applications, despite the fact that many companies have been furloughing staff for weeks already.
Jim Harra told MPs on the House of Commons Treasury Select Committee that he was confident the scheme would be able to handle the anticipated surge in applications when it opens on 20th April 2020. Mr Harra also added that he expected the scheme to make ‘payments later this month, before the 30th April’.
Commenting on the announcement, Nova Fairbank, Head of Policy for Norfolk Chambers said:
“The Coronavirus Job Retention Scheme was welcomed by the Norfolk business community and will undoubtedly protect jobs, but we need HMRC to meet their commitment of making payments before the end of April . As our recent business poll identified, 77% of local firms said cash flow was their number one concern and many companies will not have the cash to pay staff for another month, without access to the Government’s furlough payments.”
Our popular annual employment update breakfast is taking place from 7.45am on Wednesday 18 March 2015, at Barnham Broom Hotel (Honingham Road, Barnham Broom, Norwich NR9 4DD).
The update will cover essential and forthcoming developments in employment law, including the following topics:
Holiday Pay – making sense of holiday, overtime and commission in light of the decisions in Bear Scotland v Fulton and Lock v British Gas. Should an employer include payments for non-guaranteed overtime and commission?
Family-friendly working – how will the new system of Shared Parental Leave work? We will attempt to demystify new system, addressing the key issues that employers will need to grapple with. We will also discuss other recent changes, including requests for flexible working and the right for time off to accompany pregnant women to ante-natal appointments.
Disability discrimination – is discrimination on grounds of obesity illegal? We consider the recent decision of the ECJ in FOA v Billund Kommune.
Collective Redundancy – what now for the obligation to consult collectively? Does it matter whether redundancies are to be spread over multiple sites? We will discuss the latest developments in the “Woolworths” case.
Early Conciliation – what impact has the introduction of ACAS early conciliation in April 2014 had?
Plus a look at other recent note-worthy caselaw developments, including the extent to which flexibility clauses in employment contracts can be relied upon; how to handle dismissals on multiple grounds; protecting your business when an employee walks out in repudiatory breach; dismissals for private twitter use, and dealing with e-cigarettes in the workplace.
The update will be delivered by qualified and experienced lawyers who specialise exclusively in employment law, with the emphasis on the practical implications of the law for your business. Delegates find these briefings a fantastic opportunity to keep up-to-date with the latest legal developments: “An excellent update, a ‘must’ attend for the HR professional. Very good value for money!” (previous delegate)
Theupdate is taking place on Wednesday 18 March 2015, at Barnham Broom Hotel (Honingham Road, Barnham Broom, Norwich NR9 4DD).
Registration and coffee will be at 7.45am; a full English breakfast will be served from 8.00am. Theupdate will start at 8.30am and will finish at approximately 10am.
The cost of theupdate is just £30 plus VAT per person, including a full English breakfast. If you book one place, you can book a second place at half price, for just £15 plus VAT.
If you would like to attend please contact Gemma Hoskins, Marketing Manager by email (ghoskins@steeleslaw.co.uk) or on 01603 598000. Please let us know if you have any dietary or other special requirements when booking your place. We do hope you can join us and look forward to seeing you on 18 March 2015.
If you are unable to come but would like further information about the work we do, please contact the employment team: employment@steeleslaw.co.uk. Apart from our regular seminars, we also carry out interactive in-house training sessions designed for managers and HR professionals, which can be tailored to suit your needs.
There are more than 16,600 different classification codes
Classification of a product is based on what it is used for and what materials it is predominantly made from.
Whether or not you have an agent who handles customs entries on your behalf, as the importer you have a legal responsibility to ensure the correct classification is applied.
Incorrect classification can lead to; delays in clearing goods, over or underpayment of duty and even to penalties from HMRC.
The Classification is made up of up to 10 numbers and is based on the WTO World Trade Organisations harmonised system.
An 8 digit code is acceptable on exports
All 10 digits are required on imports
For more information on Import duty please also read the following:
Coronavirus continues to have a huge impact the day-to-day operations of businesses across our region. Norfolk Chambers stand ready to support you, but we need to understand what challenges you are facing and how well the government support initiatives are working. Working in partnership with the British Chambers of Commerce, we need to hear from you about how your business is coping. In this 2-3 minute poll: Covid-19 Business Tracker – please tell us the immediate business conditions you are facing and whether your business has recently used any of the support packages from government and what your experience was.
Your input is essential to our work on behalf of the overall Norfolk business community. As a business leader, your views have never been more important.
The dramatic changes in legislation presented by George Osborne in the spring Budget continue to develop at pace. This is the biggest shake-up of pensions in over 100 years, and is aimed to rejuvenate an industry that has long been under scrutiny. For many, retirement at age 50 seems a significant time in the future. With continued pressures on annuity rates and the increase in longevity, there has been a significant shift towards pensions. Serious care needs to be taken to ensure clients are advised properly, whereby Mattioli Woods can help. This seminar will be presented by the Mattioli Woods’ Group consultancy team, who offer an enviable level of knowledge and expertise. All consultants are professionally qualified and hold the required industry qualifications.
Programme
9.00 – Registration accompanied by tea and coffee
9.30 – Pensions update – following our seminars last Autumn, we will provide an update regarding the dramatic changes in pension law that will be implemented in April 2015. The spring Budget has proposed the biggest change to pensions in over 100 years and we explore this change and the recent document released by the government in response to the consultation period. We will discuss a variety of ways that this new legislation can be implemented, the methodology behind it, and the advantages and disadvantages it may bring.
10.15 – Auto-enrolment – short update about the auto-enrolment environment. With over four million people now automatically enrolled into a workplace pension scheme, we will investigate some of the issues the market is facing, especially in the run-up to the ‘market crunch’ in 2016/17/18.
10.45 – Tea and coffee break
11.15 – Pension solutions – this case-study-based section focuses on the flexibilities modern-day self-invested pension schemes have to offer. Whilst the headlines continue to focus on total flexibility in retirement, we look into the practical application of the legislation and how this can help with tax-efficient income planning. We also have a detailed look at tax-efficient methods to pass on pensions to the next generation.
11.45 – Integrated financial planning – continuing with the case study above, we explore other tax structures that can complement pension schemes. We investigate how these can be used to maintain control over assets, and preserve wealth for the next generation, whilst ensuring the needs of clients are met in order for them to enjoy their retirement.
12.10 – Buffet lunch
If you would like to attend, contact Rosie Hammond via email (events@mattioliwoods.com) or by telephone: 0116 240 8700.
Many studies show that the total cost of losing an employee can range from tens of thousands of pounds to 1.5-2 times annual salary. Consider the real “total cost” of losing an employee….
Attracting and retaining top talent is key to business success. As the knowledge economy expands so does the appreciation of the importance of a stable workforce in sharing and developing organisational knowledge.
For this session we are joined by Lisa Hayward, a Senior Associate in Birketts’ Employment Law team where she specialises in employee incentives and rewards. Lisa will take a detailed look at the options for businesses to increase engagement through the use of employee share schemes.
Agenda
Introductions Why is employee retention so important? Motivation and reward structures Employee share ownership
EMI Schemes
Employee Shareholder Shares
Employee Ownership Trusts
The free to attend Masterclass will last 2 hours with questions
About the speakers
Lisa Hayward
Lisa joined Birketts in 2007. She is a SeniorAssociatein the Employment Team.
Lisa specialises in employee incentives and is a leading member of the Birketts’ Incentives and Rewards team, advising on the design, drafting and implementation of Employee Share Schemes, Employee Shareholder Status and Employee Ownership Trusts. Lisa is a member of the Share Plan Lawyers Group and the Employment Lawyers Association. She is praised by clients for her clear, concise and pragmatic advice.
Lisa is recommended in Chambers [UK 2015] “for her sound legal advice, which she delivers in a practical manner”.
Richard Ross MBA FCSI GDip (econ) APFS
Richard Ross is an experienced presenter with a growing reputation for an engaging and informative style. He holds an MBA, a Masters in Wealth Management, a Graduate Diploma in Economics and an Advanced Diploma in Financial Planning. He is a Chartered Financial Planner,a Chartered Wealth Manager and hasstudied ExperimentalEconomics as a post-graduate student. He regularly comments on financial issues for BBC Radio.
This edition is all about innovation, and as much as I am a big technology fan, I’m going to leave the techy stuff to the other contributors. I want to talk about creating the culture of learning and innovation in your business. This culture well help organisations unlock ideas to drive forward the business and also help empower and motivate team members.
In their 2008 Harvard Business Review Article, “Is Yours a Learning Organization?”, David A. Garvin, Amy C. Edmondson, and Francesca Gino, explore the three building blocks of becoming a learning organisation as follows;
1: A supportive learning environment. An environment that supports learning has four distinguishing characteristics;
i. Psychological safety. Team members need to be safe to ask questions, try things out and make mistakes, without fear of reprisal
ii. Appreciation of differences. Recognising the value of alternative views increases energy and motivation, sparks fresh thinking, and prevents lethargy and drift.
i. Openness to new ideas. Learning is not simply about correcting mistakes and solving problems. It is also about crafting novel approaches. Employees should be encouraged to take risks and explore the untested and unknown.
ii. Time for reflection. Supportive learning environments allow time for a pause in the action and encourage thoughtful review of the organisation’s processes.
2: Concrete learning processes and practices. A learning organization is not cultivated effortlessly. Learning processes involve the generation, collection, interpretation, and dissemination of information. They include experimentation to develop and test new products and services; intelligence gathering to keep track of competitive, customer, and technological trends; disciplined analysis and interpretation to identify and solve problems; and education and training to develop both new and established employees.
3: Leadership that reinforces learning.Organisational learning is strongly influenced by the behaviour of leaders. When leaders actively question and listen to employees-and thereby prompt dialogue and debate-people in the organisation feel encouraged to learn. When leaders demonstrate a willingness to entertain alternative points of view, employees feel emboldened to offer new ideas.
The three building blocks of organisational learning reinforce one another and, to some degree, overlap. Just as leadership behaviours help create and sustain supportive learning environments, such environments make it easier for managers and employees to execute concrete learning processes and practices smoothly and efficiently. They foster learning and to cultivate that behaviour in others.
To read the article in full, please visit www.hbr.org