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Rabu, 13 April 2011

The Facebook, Inc., Mark Zuckerberg v. Winklevoss: 9th Circuit Opinion Affirming Decision of Distict Court



Appeal from the United States District Court for the Northern District of California James Ware, District Judge, Presiding
Argued and Submitted January 11, 2011—San Francisco, California
Filed April 11, 2011

Before: Alex Kozinski, Chief Judge, J. Clifford Wallace and Barry G. Silverman, Circuit Judges.

Opinion by Chief Judge Kozinski

COUNSEL
Jerome B. Falk (argued), Sean M. SeLegue, John P. Duchemin, Shaudy Danaye-Elmi and Noah S. Rosenthal, Howard Rice Nemerovski Canady Falk & Rabkin, San Francisco, California, for the defendants-appellants-crossappellees.

E. Joshua Rosenkranz (argued), Orrick, Herrington & Sutcliffe LLP, New York, NY; I. Neel Chatterjee, Monte Cooper and Theresa A. Sutton, Orrick, Herrington & Sutcliffe LLP, Menlo Park, California; and Theodore W. Ullyot and Colin S. Stretch, Facebook, Inc., Palo Alto, California, for them plaintiffs-appellees.

James E. Towery, Alison P. Buchanan and Jill E. Fox, Hoge, Fenton, Jones & Appel, Inc., San Jose, California, for the defendant-appellee.

OPINION

KOZINSKI, Chief Judge:

Cameron Winklevoss, Tyler Winklevoss and Divya Narendra (the Winklevosses) claim that Mark Zuckerberg stole the idea for Facebook (the social networking site) from them. They sued Facebook and Zuckerberg (Facebook) in Massachusetts. Facebook countersued them and their competing social networking site, ConnectU, in California, alleging that the Winklevosses and ConnectU hacked into Facebook to purloin user data, and tried to steal users by spamming them. The ensuing litigation involved several other parties and gave bread to many lawyers, but the details are not particularly relevant here. The district court in California eventually dismissed the Winklevosses from that case for lack of personal jurisdiction. It then ordered the parties to mediate their dispute. The mediation session included ConnectU, Facebook and the Winklevosses so that the parties could reach a global settlement. Before mediation began, the participants signed a Confidentiality Agreement stipulating that all statements made during mediation were privileged, non-discoverable and inadmissible “in any arbitral, judicial, or other proceeding.”

After a day of negotiations, ConnectU, Facebook and the Winklevosses signed a handwritten, one-and-a-third page “Term Sheet & Settlement Agreement” (the Settlement Agreement). The Winklevosses agreed to give up ConnectU in exchange for cash and a piece of Facebook. The parties stipulated that the Settlement Agreement was “confidential,” “binding” and “may be submitted into evidence to enforce [it].” The Settlement Agreement also purported to end all disputes between the parties.

The settlement fell apart during negotiations over the form of the final deal documents, and Facebook filed a motion with the district court seeking to enforce it. ConnectU argued that the Settlement Agreement was unenforceable because it lacked material terms and had been procured by fraud. The district court found the Settlement Agreement enforceable and ordered the Winklevosses to transfer all ConnectU shares to Facebook. This had the effect of moving ConnectU from the Winklevosses’ to Facebook’s side of the case.

The Winklevosses appeal.

A. Because ConnectU switched sides, it no longer had any interest in appealing the district court’s order. The Winklevosses sought to intervene after the district court entered judgment enforcing the Settlement Agreement. The court denied the motion as unnecessary, holding that they were “already parties to the[ ] proceedings to enforce the Settlement Agreement” and “may appeal that Judgment.” In fact, the Winklevosses had earlier been dismissed from the case. But, by ruling that they were “already” parties, the district court implicitly granted them intervention nunc pro tunc. See Beckman Indus., Inc. v. Int’l Ins. Co., 966 F.2d 470, 474-75 (9th Cir. 1992). They therefore have standing to appeal. See Marino v. Ortiz, 484 U.S. 301, 304 (1988) (“[T]hose [litigants who] properly become parties[ ] may appeal an adverse judgment. . . .”).

B. The Settlement Agreement envisioned that Facebook would acquire all of ConnectU’s shares in exchange for cash and a percentage of Facebook’s common stock. The parties also agreed to grant each other “mutual releases as broad as possible,” and the Winklevosses represented and warranted that “[t]hey have no further right to assert against Facebook” and “no further claims against Facebook & its related parties.” Facebook moved to enforce the Settlement Agreement, and also asked the district court to order ConnectU and the Winklevosses to sign more than 130 pages of documents, including a Stock Purchase Agreement, a ConnectU Stockholders Agreement and a Confidential Mutual Release Agreement. facebook’s deal lawyers claimed that the terms in these documents were “required to finalize” the Settlement Agreement, and its expert dutifully opined that they were “typical of acquisition documents.”

[1] The Winklevosses argue that if these terms really are “required” and “typical,” then they must be material, and their absence from the Settlement Agreement renders it unenforceable. See Weddington Prods., Inc. v. Flick, 71 Cal. Rptr. 2d 265, 279-80 (Cal. Ct. App. 1998). But a term may be “material” in one of two ways: It may be a necessary term, without which there can be no contract; or, it may be an important term that affects the value of the bargain. Obviously, omission of the former would render the contract a nullity. See Citizens Utils. Co. v. Wheeler, 319 P.2d 763, 769-70 (Cal. Dist. Ct. App. 1958) (arms-length acquisition of a private company’s shares couldn’t proceed because price was omitted from the contract). But a contract that omits terms of the latter type is enforceable under California law, so long as the terms it does include are sufficiently definite for a court to determine whether a breach has occurred, order specific performance or award damages. See Elite Show Servs., Inc. v. Staffpro, Inc., 14 Cal. Rptr. 3d 184, 188 (Cal. Ct. App. 2004); 1 B.E. Witkin, Summary of California Law, Contracts § 137 (10th ed. 2005) [hereinafter Witkin on Contracts]; cf. Terry v. Conlan, 33 Cal. Rptr. 3d 603, 612-13 (Cal. Ct. App. 2005). This is not a very demanding test, and the Settlement Agreement easily passes it: The parties agreed that Facebook would swallow up ConnectU, the Winklevosses would get cash and a small piece of Facebook, and both sides would stop fighting and get on with their lives.

[2] The Settlement Agreement even specifies how to fill in the “material” terms that the Winklevosses claim are missing from the deal:

Facebook will determine the form & documentation of the acquisition of ConnectU’s shares [ ] consistent with a stock and cash for stock acquisition. (emphasis added).

California allows parties to delegate choices over terms, so long as the delegation is constrained by the rest of the contract and subject to the implied covenant of good faith and fair dealing. See Cal. Lettuce Growers, Inc. v. Union Sugar Co., 289 P.2d 785, 791 (Cal. 1955); see also 1 Witkin on Contracts § 139. Delegation isn’t necessary for a contract like the Settlement Agreement to be enforceable, as the court may fill in missing terms by reference to the rest of the contract, extrinsic evidence and industry practice. See 1 Witkin on Contracts § 139; Sterling v. Taylor, 152 P.3d 420, 428-29 (Cal. 2007). But the clause quoted above leaves no doubt that the Winklevosses and Facebook meant to bind themselves and each other, even though everyone understood that some material aspects of the deal would be papered later.

[3] The Winklevosses’ contractual delegation is valid because the Settlement Agreement obligates Facebook to draw up documents “consistent with a stock and cash for stock acquisition.” And, if Facebook should draft terms that are unfair or oppressive, or that deprive the Winklevosses of the benefit of their bargain, the district court could reject them as a breach of the implied covenant of good faith and fair dealing. See 1 Witkin on Contracts § 798. The district court got it exactly right when it found the Settlement Agreement enforceable but refused to add the stack of documents drafted by Facebook’s deal lawyers.

C. After signing the Settlement Agreement, Facebook notified the Winklevosses that an internal valuation prepared to comply with Section 409A of the tax code put the value of its common stock at $8.88 per share. The Winklevosses argue that Facebook misled them into believing its shares were worth four times as much. Had they known about this valuation during the mediation, they claim, they would never have signed the Settlement Agreement. The Winklevosses charge Facebook with violating Rule 10b-5, and they seek rescission of the Settlement Agreement under Section 29(b) of the Securities Exchange Act of 1934 (the Exchange Act).

[4] Rule 10b-5 prohibits fraud, whether by commission or omission, “in connection with the purchase or sale of any security.” 17 C.F.R. § 240.10b-5. We assume, without deciding, that a party negotiating an exchange of shares to settle a lawsuit could violate Rule 10b-5 by misstating or hiding information that would materially change the other side’s evaluation of the settlement. Cf. Green v. Ancora-Citronelle Corp., 577 F.2d 1380, 1382-83 (9th Cir. 1978); Foster v. Fin.Tech., Inc., 517 F.2d 1068, 1071-72 (9th Cir. 1975).

[5] Section 29(b) renders voidable “[e]very contract made in violation of any provision of [the securities laws] or of any rule or regulation thereunder, and every contract . . . the performance of which involves [such a] violation.” 15 U.S.C.§ 78cc(b); see Mills v. Elec. Auto-Lite Co., 396 U.S. 375, 387-88 (1970). If Facebook violated Rule 10b-5, the Winklevosses would be entitled to rescission of the Settlement Agreement. See Mills, 396 U.S. at 387-88; Royal Air Props., Inc. v. Smith, 312 F.2d 210, 213 (9th Cir. 1962).

[6] The Winklevosses are sophisticated parties who were locked in a contentious struggle over ownership rights in one of the world’s fastest-growing companies. They engaged in discovery, which gave them access to a good deal of information about their opponents. They brought half-a-dozen lawyers to the mediation. Howard Winklevoss—father of Cameron and Tyler, former accounting professor at Wharton School of Business and an expert in valuation—also participated.

A party seeking to rescind a settlement agreement by claiming a Rule 10b-5 violation under these circumstances faces a steep uphill battle. See Petro-Ventures, Inc. v. Takessian, 967 F.2d 1337, 1341-42 (9th Cir. 1992); see also Harsco Corp. v. Segui, 91 F.3d 337, 343-44 (2d Cir. 1996); Locafrance U.S. Corp. v. Intermodal Sys. Leasing, Inc., 558 F.2d 1113, 1115 (2d Cir. 1977); cf. Mergens v. Dreyfoos, 166 F.3d 1114, 1117-18 (11th Cir. 1999) (applying Florida law).
In Petro-Ventures, we distinguished between buyers of securities in the context of “an exclusively business relationship,” 967 F.2d at 1341, and those “acting in the adversarial setting that is characteristic of litigation,” id. at 1342. When adversaries “in a roughly equivalent bargaining position and with ready access to counsel” sign an agreement to “establish[ ] a general peace,” we enforce the clear terms of the agreement. Id. (citing Locafrance, 558 F.2d at 1115). Parties involved in litigation know that they are locked in combat with an adversary and thus have every reason to be skeptical of each other’s claims and representations. See Mergens, 166 F.3d at 1118; cf. Goodman v. Epstein, 582 F.2d 388, 403-04 (7th Cir. 1978) (holding that parties signing a release of claims have a “duty of inquiry”); Moseman v. Van Leer, 263 F.3d 129, 133-34 & n.3 (4th Cir. 2001) (same). They can use discovery to ferret out a great deal of information before even commencing settlement negotiations. They can further protect themselves by requiring that the adverse party supply the needed information, or provide specific representations and warranties as a condition of signing the settlement agreement. See Harsco, 91 F.3d at 344. Such parties stand on a very different footing from those who enter into an investment relationship in the open market, where it’s reasonable to presume candor and fair dealing, and access to inside information is often limited. There are also very important policies that favor giving effect to agreements that put an end to the expensive and disruptive process of litigation. See, e.g., Franklin v. Kaypro Corp., 884 F.2d 1222, 1229 (9th Cir. 1989) (“[I]t hardly seems necessary to point out that there is an overriding public interest in settling and quieting litigation.”). We analyze the Winklevosses’ securities claims in light of these inhospitable principles.

Release of claims. The Settlement Agreement grants “all parties” “mutual releases as broad as possible”; the Winklevosses “represent and warrant” that “[t]hey have no further right to assert against Facebook” and “no further claims against Facebook & its related parties.” The Winklevosses maintain that they didn’t discover the facts giving rise to their Rule 10b-5 claims until after they signed these releases. They argue that the releases don’t foreclose their challenge to the Settlement Agreement because Section 29(a) of the Exchange Act precludes a mutual release of unknown securities fraud claims arising out of negotiations to settle a pending lawsuit. See 15 U.S.C. § 78cc(a) (voiding “[a]ny condition, stipulation, or provision binding any person to waive compliance with” the securities laws).

[7] Petro-Ventures dealt with just such a settlement agreement. 967 F.2d at 1338-39. We held that parties possessing roughly equivalent bargaining strength could release all claims arising out of the transaction that gave rise to the litigation, even though they hadn’t yet discovered some of the securities claims when they signed the settlement. Id. at 1342. Such a release is valid if it “is unambiguous in conveying the intent of the parties to release all unknown claims.” Id. The Settlement Agreement the parties negotiated granted “releases as broad as possible.” As sophisticated litigants, the Winklevosses or their counsel should have been familiar with Petro-Ventures and understood that the broadest possible release includes both known and unknown securities claims. An agreement meant to end a dispute between sophisticated parties cannot reasonably be interpreted as leaving open the door to litigation about the settlement negotiation process. See Petro-Ventures, 967 F.2d at 1342 (discussing the parties’ “intent to end their various disputes . . . once and for all” (ellipses in original)). A release in such an agreement would be useless to end litigation if it couldn’t include claims arising from the settlement negotiations. Cf. Sander v. Weyerhaeuser, 966 F.2d 501, 503 (9th Cir. 1992).

[8] The Winklevosses point out that Facebook’s alleged securities law violations took place in connection with the settlement itself, whereas the unknown securities claim in Petro-Ventures arose out of facts that occurred prior to the settlement. This is a distinction without a difference: Both here and in Petro-Ventures the parties gave up securities law claims they didn’t know they had. If the release is effective in the one case, there’s no principled reason it shouldn’t be effective in the other. The district court correctly concluded that the Settlement Agreement meant to release claims arising out of the settlement negotiations, and that the release was valid under section 29(a). Securities fraud claims. In any event, the Winklevosses’ securities fraud claims fail on the merits. The Winklevosses make two related claims: that Facebook led them to believe during the settlement negotiations that its shares were worth $35.90, even though Facebook knew that its shares were, in fact, worth only $8.88; and that Facebook failed to disclose material information, namely the $8.88 tax valuation, during the negotiations. In support of these claims, the Winklevosses proffered evidence of what was said and not said during the mediation. The district court excluded this evidence under its Alternative Dispute Resolution (ADR) Local Rule 6-11, which it read to create a “privilege” for “evidence regarding the details of the parties’ negotiations in their mediation.” But privileges are created by federal common law. See Fed. R. Evid. 501. It’s doubtful that a district court can augment the list of privileges by local rule. Cf. In re Grand Jury Subpoena Dated Dec. 17, 1996, 148 F.3d 487, 491-93 (5th Cir. 1998) (examining whether a federal statute created an evidentiary privilege). In any event, the parties used a private mediator rather than a court-appointed one. See N.D. Cal. ADR L.R. 3-4(b) (“A private ADR procedure may be substituted for a Court program if the parties so stipulate and the assigned Judge approves.”). Their mediation was thus “not subject to the . . . ADR Local Rules,” including Local Rule 6-11. Id.

[9] Nevertheless, the district court was right to exclude the proffered evidence. The Confidentiality Agreement, which everyone signed before commencing the mediation, provides
that:

All statements made during the course of the mediation or in mediator follow-up thereafter at any time prior to complete settlement of this matter are privileged settlement discussions . . . and are nondiscoverable and inadmissible for any purpose including in any legal proceeding. . . . No aspect of the mediation shall be relied upon or introduced as evidence in any arbitral, judicial, or other proceeding. (emphasis added).

This agreement precludes the Winklevosses from introducing in support of their securities claims any evidence of what Facebook said, or did not say, during the mediation. See Johnson v. Am. Online, Inc., 280 F. Supp. 2d 1018, 1027 (N.D. Cal. 2003) (enforcing a similar agreement). The Winklevosses can’t show that Facebook misled them about the value of its shares or that disclosure of the tax valuation would have significantly altered the mix of information available to them during settlement negotiations. Without such evidence, their securities claims must fail. See In re Daou Sys., Inc., 411 F.3d 1006, 1014 (9th Cir. 2005); see also McCormick v. Fund Am. Cos., 26 F.3d 869, 876 (9th Cir. 1994).
The Winklevosses argue that if the Confidentiality Agreement is construed to defeat their Rule 10b-5 claims, it is void under section 29(a) of the Exchange Act as an invalid waiver. But section 29(a) “applie[s] only to express waivers of noncompliance,” Levy v. Southbrook Int’l Invs., Ltd., 263 F.3d 10, 14, 18 (2d Cir. 2001), with the “substantive obligations imposed by the Exchange Act,” Shearson/Am. Express, Inc. v. McMahon, 482 U.S. 220, 228 (1987). The Confidentiality Agreement merely precludes both parties from introducing evidence of a certain kind. Although this frustrates the securities claims the Winklevosses chose to bring, the Confidentiality Agreement doesn’t purport to limit or waive their right to sue, Facebook’s obligation not to violate Rule 10b-5 or Facebook’s liability under any provision of the securities laws. See McMahon, 482 U.S. at 230.

[10] Even if we were to construe the Confidentiality Agreement as a waiver of the Winklevosses’ 10b-5 claims, it wouldn’t violate section 29(a). Petro-Ventures expressly considered a section 29(a) argument in the context of a global settlement agreement between sophisticated parties engaged in litigation. 967 F.2d at 1341-43. The court distinguished an earlier case, Burgess v. Premier Corp., 727 F.2d 826 (9th Cir. 1984), which had applied section 29(a) to preclude the waiver of unknown claims by plaintiffs who were “not acting in the adversarial setting that is characteristic of litigation.” Petro- Ventures, 967 F.2d at 1342. Petro-Ventures held that “a totally different situation occurs where a plaintiff has affirmatively acted to release another party from any possible liability in connection with a transaction in securities.” Id. In such situations, the parties are “not so concerned with protecting their rights as investors as they [are] with establishing a general peace.” Id. We are bound by Petro-Ventures to conclude that the Confidentiality Agreement did not violate section 29(a). Cf. Locafrance, 558 F.2d at 1115.

* * *

The Winklevosses are not the first parties bested by a competitor who then seek to gain through litigation what they were unable to achieve in the marketplace. And the courts might have obliged, had the Winklevosses not settled their dispute and signed a release of all claims against Facebook. With the help of a team of lawyers and a financial advisor, they made a deal that appears quite favorable in light of recent market activity. See Geoffrey A. Fowler & Liz Rappaport, Facebook Deal Raises $1 Billion, Wall St. J., Jan. 22, 2011, at B4 (reporting that investors valued Facebook at $50 billion—3.33 times the value the Winklevosses claim they thoughtFacebook’s shares were worth at the mediation). For whatever reason, they now want to back out. Like the district court, we see no basis for allowing them to do so. At some point, litigation must come to an end. That point has now been reached.

AFFIRMED.


FOR PUBLICATION

UNITED STATES COURT OF APPEALS
FOR THE NINTH CIRCUIT


The Social Network

masih inget film the social network?
film yang mengulas tentang perjalanan Mark Zuckerberg membangun "Facebook", since he dumped from his girlfriend, built "face mash", met Cameron dan Tyler Winklevoss  until he built facebook....
berikut beberapa pic film tersebut..













Senin, 07 Maret 2011

Strategi Pembuatan Legal Due Diligence yang Tanpa Celah

Legal Due Diligence atau LDD merupakan “makanan sehari-hari” seorang konsultan hukum. Misalnya dalam pasar modal, LDD dilakukan oleh konsultan hukum dalam rangka penawaran umum. Menurut Standar Profesi Konsultan Hukum Pasar Modal yang dikeluarkan oleh Himpunan Konsultan Hukum Pasar Modal tertanggal 18 Februari 2005due diligence adalah istilah yang digunakan untuk kegiatan pemeriksaan secara seksama dari segi hukum yang dilakukan oleh konsultan hukum terhadap suatu perusahaan atau obyek transaksi sesuai dengan tujuan transaksi, untuk memperoleh informasi atau fakta material yang dapat menggambarkan kondisi suatu perusahaan atau obyek transaksi. Pemeriksaan dan penilaian yang dilakukan oleh konsultan hukum tersebut (LDD), merupakan suatu analisa hukum terhadap satu atau lebih dokumen perusahaan yang dilakukan untuk :
1.     Memperoleh status hukum atau penjelasan hukum terhadap  dokumen yang diaudit atau diperiksa;
2.     Memeriksakan legalitas suatu badan hukum/badan usaha;
3.     Memeriksa tingkat ketaatan suatu badan hukum/badan usaha;
4.     Memberikan pandangan hukum atau kepastian hukum dalam suatu kebijakan yang dilakukan oleh perusahaan.
LDD harus dilakukan secara teliti dan seksama dengan meliputi hal-hal seperti fisik perusahaan, kelengkapan dokumen, serta kondisi obyek transaksi. Sehubungan dengan proses LDD yang dibuat, terdapat beberapa hal penting berkaitan dengan dokumen yang harus diperhatikan. Pertama, mengenai anggaran dasar perusahaan yang meliputi akta pendirian perusahaan, berita acara rapat pemegang umum saham, daftar pemegang saham perusahaan, struktur organisasi perusahaan, dan sebagainya. Anggaran dasar merupakan hal terpenting dalam hal pendirian dan pengaturan suatu badan usaha. Anggaran dasar ataupun perubahan anggaran dasar, harus dibuat dan dinyatakan sah berdasarkan ketentuan hukum yang berlaku. Timbul pertanyaan, bagaimana dengan anggaran dasar atau perubahan anggaran dasar yang dinyatakan tidak sah? Apa saja akibat hukum yang akan timbul? bagaimana caramengatasinya?
Sehubungan dengan pemeriksaan anggaran dasar tersebut, konsultan hukum juga memiliki kewajiban untuk memeriksa kegiatan perusahaan, pengaturan mengenai pengangkatan direksi dan komisaris dan pengaturan tata cara pelaksanaan rapat apakah sesuai dengan anggaran dasar. Konsultan hukum pun wajib memperoleh surat pernyataan masing-masing anggota direksi dan dewan komisaris perusahaan mengenai apakah masing-masing dari mereka terlibat atau tidak dalam perkara pidana, perdata, kepailitan, pajak, perburuhan, arbitrase atau perkara lainnya. Kemudian,bagaimana jika anggota direksi atau komisaris mengalami masalah hukum yang berkaitan dengan peradilan? Dampak apa saja yangakan muncul bagi perusahaan maupun pihak ketiga?
Hal kedua yang perlu diteliti adalah mengenai dokumen-dokumen yang berkaitan dengan aset perusahaan berikut asuransi. Misalnya,apakah seluruh aset material perusahaan telah diasuransikan?Apadampak yang akan timbul jika aset material perusahaan belum diasuransikan? Kemudianapakah jumlah pertanggungan memadai untuk mengganti obyek yang diasuransikan atau menutup resiko yang dipertanggungkan? Bagaimana bila jumlah pertanggungan tersebut tidak memadai?
Ketiga, perjanjian-perjanjian yang dibuat dan ditandatangani oleh perusahaan dengan pihak ketiga. Pemeriksaan yang perlu dilakukan adalah mengenai legalitas perjanjian-perjanjian yang bersangkutan. Apakah telah sah dan mengikat secara hukum.
Keempat, dokumen mengenai perijinan perusahaan. Konsultanhukum wajib melakukan pemeriksaan atas ijin dan persetujuan material yang berhubungan dengan kegiatan usaha, kepemilikan aset tertentu, dan pengelolaan lingkungan dari instansi yang berwenang yang disyaratkan agar perusahaan dapat melakukan kegiatan usahanya atau memiliki, menguasai, menempati, dan menggunakan aset yang dimiliki. Banyaknya jenis ijin dan persetujuan yang harus dilihat disesuaikan dengan kegiatan usahaperusahaan. Hal ini memunculkan pertanyaan, apa akibat hukumyang akan timbul apabila dokumen mengenai perijinan dan persetujuan perusahaan itu tidak lengkap?
Kelima, dokumen-dokumen yang berkaitan dengan permasalahan kepegawaian perusahaan. Masalah kepegawaian merupakan hal yang penting karena pegawai dan perusahaan memiliki hubungan timbal balik yang saling mendukung. Permasalahan yang muncul di dalam masalah kepegawaian perusahaan dapat mengakibatkan perselisihan di dalam hubungan industrial. Oleh karena itu, dalam proses LDD, konsultan hukum perlu memeriksa apakah terdapat permasalahan mengenai kepegawaian meliputi upah, kesepakatan kerja bersama, dan sebagainya?
Prinsip kehati-hatian dan prinsip keterbukaan dalam melakukan LDD perlu dijunjung tinggi oleh seorang konsultan hukum. Nah, hal-hal apa saja yang  perlu diperhatikan berkaitan dengan prinsip-prinsip tersebut?
Sehubungan dengan hal-hal tersebut di atas, maka www.hukumonline.com telah mengadakan Legal Road Show 2010 PERADI-hukumonline.com yang mengangkat topik “STRATEGI PEMBUATAN LEGAL DUE DILIGENCE YANG TANPA CELAH”, yang diselenggarakan pada :
Hari              : Selasa30 November  2010
Waktu           : 14.00 – 16.30 WIB
Tempat         : PERADI, Gd. Grand Soho Slipi, Lantai 11
Jl. S.Parman Kav. 22-24, Jakarta Barat 11480

Seminar ini telah menghadirkan narasumber : Melli Darsa (Praktisi Hukum)
Moderator : Tommy Sugih (Praktisi Hukum)
Seluruh materi dan notulensi diskusi ini, tersedia gratis bagi para pelanggan hukumonline.com. Silahkan hubungi kami via email : talks@hukumonline.com.


Sumber : hukumonline.com

Minggu, 06 Maret 2011

Writing An Employee Handbook Your Employees Will Read – And Heed, Part 1

By D. Albert Brannen
(Labor Letter, March 2011)

Not complying with current law can be expensive in today's legal climate. Employers should review their employee handbooks and employment-related policies to make sure they are up to date. More importantly, employers should draft their handbooks so their employees actually read them and follow their policies.

In this article we'll provide advice on how employers should write their handbooks to get employees to actually read and understand them. In the next issue we'll identify 10 important policies that every employer should have in place to minimize the risks of employment-related litigation.

 View A Handbook As A Communication Tool
First and foremost, consider your employee handbook as a management communication tool – not as merely a document for strict legal compliance. That means the handbook should positively reflect the values of upper management and create an employee friendly environment.

Use The Handbook To Set Internally-Directed Standards
In the world of handbook drafting, some handbooks are "integrity-based" and others are "compliance-based." Integrity-based handbooks are proactive, morally oriented, management directed, positive, and encouraging. The policies in an integrity-based handbook reflect internal values, not external obligations.

On the other hand, compliance-based handbooks are defensive, legalistic, lawyer driven, punitive, and based on externally-imposed rules. Where possible, you should adopt the integrity-based model for your handbooks and hold employees to higher standards than those minimally required by applicable laws. Companies that set this positive tone in today's world are more likely to attract the next generation of workers and to succeed in the future.

Tailor The Handbook To Your Situation
Although many of the policies in a handbook will be common across industries, every employer should endeavor to tailor its handbook to its own unique situation. Tailoring the handbook should take into account the size of your company, its geographic location or scope of operations, its operating culture, employee expectations, and other relevant factors. Tailor your handbook to set the proper "tone" and to comply with the many laws that may apply.

Write The Handbook In Easily Understood, General Terms
A handbook is just a summary of benefits and an employer's most important policies. It is not intended to be a comprehensive personnel procedures manual. Nor does it need to address every possible contingency that can be expected.
By way of example, the military leave policy does not need to go into every detail about what you will do for service members while they are out on leave or when they return. The handbook can simply state that employees should provide advance notice of military leave and the company will comply with all applicable laws covering service members.

Similarly, sub-sections describing insurance or retirement benefits do not need to include deductible amounts or other coverage details that are likely to change from time to time. Instead, insurance-related sections should simply state that the employer provides such benefits, that benefit levels and costs are subject to change from time to time and that the employer pays the majority of the cost for such benefits. Employees with specific questions should be referred to either the Human Resources department or to the current Summary Plan Description document.

By using such general language, the handbook will be more readable and more dynamic in that it will not have to be revised and re-published every time specific benefits change. Generalities may also serve to allow management more discretion with specific situations that may arise.

Begin The Handbook With A Tailored Personalized Message
The handbook should begin with a letter from the company's founder or president welcoming the employee to the organization. Following that personalized message, add a positive description of the "History of the Company." This section should inform the new employee about significant facts in the company's history or about its plans for the future. You may want to highlight some of the signature projects that have been completed by your employees. The idea here is to portray the company in the most positive light and to make new employees feel that they are proud of their new employer's standing in the industry or community.
Cover Employee Benefits In The First Main Section
When employees read a handbook, they naturally want to know what the employer is going to "give" them for working for the employer. To meet this expectation – and to make a positive first impression on the handbook reader – the first major section of the handbook should list all of the benefits and other things of value that the employer provides employees in addition to just their pay. Obviously, this part of the handbook should list all of the insurance and retirement benefits, preferably with a one paragraph or so description of each. Listing each such benefit in a separate paragraph allows the table of contents to include a heading for each benefit and makes the list of benefits have more impact on employees.

This first major section of the handbook should also include sub-sections on the employees' pay, paid holidays, vacations, and other paid time off from work, such as sick or medical leave, bereavement leave, civic duty leave. Leave that is not paid should also be listed here, including extended medical or family leave, military leave or personal leave.

Other benefits, such as tuition reimbursement programs, relocation benefits or employee discounts should also be listed here. Even government required benefits should be included here as subsections, including social security, workers' compensation, COBRA, modified duty or reasonable accommodation policies and other benefits which the employer provides should be addressed in this major section of the handbook.

Emphasize Safety And Security Issues
Your handbook should stress your concern for safety in the workplace in the most employee-oriented way possible. No employer wants its employees to be injured at work and this message should come through loud and clear in the handbook. Employees that get this message will be positively influenced by the handbook.

Your safety programs, references to a safety committee and training, and to policies covering drugs and alcohol, workplace security, weapons, driving and criminal records, workplace chemicals, and related matters will all reinforce your overarching concern for safety on the job.

Communicate Your Expectations
Although employees do not necessarily like to read all of the ways they can be terminated, it's much worse not to inform them of your legitimate expectations before issues arise. Use the handbook to outline major work rules, such as rules of conduct, and policies relating to harassment or discrimination, drugs and alcohol, electronic communications, workplace violence, conflicts of interest, confidential information, driving or criminal records, and other significant policies.

Organize The Handbook With Many Headings
To make a handbook more readable by employees, use numerous headings and sub-headings as guides. Headings break up long stretches of text and help employees to understand thehandbook's content. They also make it easier to find topics and for employees to actually use the handbook. A table of contents is essential and can also be used as an outline for the orientation process.

Update The Handbook Periodically
Circumstances and laws are constantly changing. Although the handbook may be drafted to adapt to changes over time, you will inevitably need to review and update your handbook regularly. When making updates, reflect on past situations and incorporate changes into the handbook to address such situations in the future. Before publishing and distributing a new employee handbook, have your employment lawyer review any changes, just to make sure that the handbook remains in compliance with all the applicable laws at the time.

These are a few ways to make an employee handbook more likely to be read by employees. In next month's issue we'll summarize 10 important policies that every employer should have in their employee handbook.


For more information contact the author at dabrannen@laborlawyers.com or 404-231-1400.