Family and succession law are tightly bound together. Succession law is usually based on kindred relationships as established by family law. The trends established in the marital property laws and succession laws are often a result of developments in family law.

Equality of spouses and of all children, regardless of their descent, is not without consequences for marital property laws and succession law. Therefore, this comprehensive comparative looseleaf set covers family law together with marital property law and succession law. In addition to the national monographs this subset of the International Encyclopaedia of Laws currently includes a monograph for the European Union.

This set is primarily intended for judges, notaries, lawyers and registrars of civil status who find themselves having to apply foreign laws as a result of applicable international private law. However, it is also of great value to academics and researchers, for whom it stimulates comparative studies by providing the necessary basic materials of family and succession law.

For detailed information on all volumes of the Encyclopaedia, please visit: www.ielaws.com.

 

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Author: Ann Burns

Explores the issues that arise when the current owners of a family business wish to retire or otherwise transfer ownership of the business. These issues include ensuring that the owners have enough money to retire on, providing for what will happen to the business – whether there will there be a transfer of ownership or whether the business will dissolve, providing for who will take over the management of the business and how ownership will be transferred. Discussing and resolving these issues within the family can also be complicated and contentious, depending on the family dynamics. Essentially, business succession can be broken down into three main categories:  management, ownership and taxes. This publication discusses the distinction between management and ownership, exploring the possibility of transferring the responsibility for managing the business to one child while transferring equal shares of business ownership to all children. Business succession planning also looks at the minimization of taxes upon death. This may involve asset transfer tax strategies, for example freezing the value of the business while transferring the ownership. This publication explains how to accomplish these goals.

Chapter 1         Introduction to Business Succession Planning
Chapter 2         The Advisor's Role in Business Succession Planning
Chapter 3         Non-Tax Aspects of Family Business Succession
Chapter 4         Common Goals of Business Owners
Chapter 5         Key Features of Buy-Sell Agreements for the Business Owner
Chapter 6         Key Features of an Estate Plan for the Business Owner
Chapter 7         Redemptions, Recapitalizations, and Restructuring
Chapter 8         Transfers to Outsiders: Selling the Business
Chapter 9         Transfers to Insiders: Employees, Management, Other Shareholders
Chapter 10       Transfers to Family
Chapter 11       Charitable Strategies and Business Succession Planning
Chapter 12       Valuation in Business Succession Planning

9780808039129   7" x 10"      300 pages


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If you would like more details about this product, or would like to order a copy online, please click here.

Explores the issues that arise when the current owners of a family business wish to retire or otherwise transfer ownership of the business. These issues include ensuring that the owners have enough money to retire on, providing for what will happen to the business – whether there will there be a transfer of ownership or whether the business will dissolve, providing for who will take over the management of the business and how ownership will be transferred. Discussing and resolving these issues within the family can also be complicated and contentious, depending on the family dynamics. Essentially, business succession can be broken down into three main categories:  management, ownership and taxes. This publication discusses the distinction between management and ownership, exploring the possibility of transferring the responsibility for managing the business to one child while transferring equal shares of business ownership to all children. Business succession planning also looks at the minimization of taxes upon death. This may involve asset transfer tax strategies, for example freezing the value of the business while transferring the ownership.

Chapter 1     Introduction to Business Succession Planning
Chapter 2     The Advisor's Role in Business Succession Planning
Chapter 3     Non-Tax Aspects of Family Business Succession
Chapter 4     Common Goals of Business Owners
Chapter 5     Key Features of Buy-Sell Agreements for the Business     Owner
Chapter 6     Key Features of an Estate Plan for the Business Owner
Chapter 7     Redemptions, Recapitalizations, and Restructuring
Chapter 8     Transfers to Outsiders: Selling the Business
Chapter 9     Transfers to Insiders: Employees, Management, Other     Shareholders
Chapter 10     Transfers to Family
Chapter 11     Charitable Strategies and Business Succession Planning
Chapter 12     Valuation in Business Succession Planning

300 pages

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Estate & Gift Tax Handbook (2013)

Full Article

"today's session provided great insight to the importance of developing a formal program and continuous evaluation of the program"

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Webinar information current as of June 12, 2008

This archived webinar will help you learn techniques and strategies to ensure your company has the leadership it needs in the years ahead. With these skills you can help your business overcome the negativity caused by attrition of senior managers, address the anxieties of managers fast-tracked to senior roles, and tackle problems caused by the loss of intellectual capital and organizational memory. Our goal is to help you manage this transition with a clear strategy and organization.

Learn how to:  

• Gain insight into your own negotiation style
• Take necessary steps to effectively prepare for negotiation
• Negotiate as part of a team
• Read non-verbal communication
• Develop skills to influence others
• Employ key strategies to build trust and gain respect for your ideas
• Overcome objections and resolve issues
• Manage difficult interactions and build positive relationships

Speaker

Wayne Rawcliffe, B.A., B.Ed., MBA, CHRP, RODC, is the founder and principal consultant at Senga Consulting Inc. He is recognized for bringing humour, positive energy, creativity and a wealth of ideas to his work with clients in discovering and implementing measureable solutions. As a facilitator, instructor and coach Wayne’s clients benefit from over 25 years of organizational effectiveness experience in improving individual, team and organizational performance. Wayne has worked extensively with all levels of leadership in public, private and not for profit sector organizations to successfully develop and implement organizational improvement initiatives. As an active member of the business community, Wayne is involved with the Vancouver Board of Trade, BC Human Resource Management Association, Vancouver Enterprise Forum, BC Organizational Development Network, High Impact Network and the International Registry of Organizational Development Professionals and is a contributing editor of CCH Canadian Ltd. Ultimate HR Manual, Western Edition.

Format

The following is required to access the archived webinar:

• Flash Player installed in your computer
• an Internet connection
• a sound card

This archived webinar will include:

• PowerPoint presentation with slides
• Speaker and facilitator voice-over pres

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"An excellent information tool that helped to shed some light on a difficult subject in today's business environment for individuals who might not know where to start."

"The information provided during the webinar was useful and I will be able to integrate some best practices into our current succession planning process."

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Webinar information current as of March 26, 2009 

The responsibility of developing and finding tomorrow's leaders today is a daunting task. This archived webinar will teach you how to audit your current succession initiatives while ensuring your planning integrates with broader corporate strategies. You will also gain insights into employer best practices and common pitfall as well as the tools and techniques you need for developing current initiatives into winning succession management programs.

Learn how to:

• Ensure that succession planning integrates with broader corporate strategies and plans
• What is the goal of succession planning
• What role corporate culture plays in succession planning
• Utilize resource planning to support succession planning
  • The importance of having a strong assessment tool for evaluating competencies
  • How to balance internally focused succession plans with an understanding of the talent available externally
  • Resource planning tools that support succession planning
• Develop an action plan for succession planning

Speakers

Sandra Weeks
Sandra Weeks brings over 20 years of consulting experience managing a wide range of human resource projects in all industry sectors. She also has extensive experience in designing and delivering professional development activities for human resources professionals. Specifically, she has over 15 years experience as an Instructor in the WorldatWork Certification program, delivering certification courses in Total Rewards, Base Pay Design and Performance Management. In a

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Succession planning is critical to any organization’s future success and as such, must be integrated with internal HR practices and clearly linked to business strategy. An effective and well planned succession planning process can assist in retaining top performers by integrating individual career development plans; ensure business continuity as predicted turnover occurs; support workforce planning such as planned reorganizations and market shifts; and can also create a sustainable leadership model. But in order to do so, it is critical to establish and maintain a systematic succession planning program.

This webinar will provide participants with a step-by-step model that connects career development and succession planning processes in order to build a strong talent foundation. The webinar will introduce and explain processes and tools   most commonly applied in best practice approaches when integrating career development into succession planning models. The session will also provide insight into how to implement career development and succession planning into an organization, and how to maintain the program once it’s introduced.

The webinar speaker will share her experiences with introducing succession planning models, maximizing the benefits of the program, addressing common issues, and the resulting acceptance of succession planning as a critical part of the company’s business continuity plan.

Key Learning Objectives

In this webinar you will:

• Gain a working knowledge of career development and succession planning
• Learn how to link career development and succession planning to HR practices and business strategy
• Understand how to connect career development and succession planning processes using best practice approaches
• Learn a step-by-step model for establishing and maintaining a succession planning program
• Examine the design of succession plans and career development plans
• Gain tips for avoiding mistakes and issues during the implementation process

Expert Speaker:

Barbara Adams is a senior business executive with 25+ years’ experience within the human resources field. As Managing Director of HR architects, Barbara specializes in bringing a business approach to an organization’s people practices and in particular, designing creative yet structured approaches to the implementation of human resources strategies and ideas; the design of people oriented workplace practices; and the development of people within these organizations. All with the objective of driving business results by increasing employee performance.

In presentations and projects, Barbara works to translate theoretical concepts into practical and realistic applications by the organization and the individuals within those organizations. Previously Vice-President of Human Resources for one of the 50 Best Employers

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