Update Regarding Jobs Act Passage
On Tuesday, March 27, 2012, the U.S. House of Representatives approved the Jumpstart Our Business Startups Act (JOBS Act) and forwarded the legislation to the President for signature. Full text of the JOBS Act is available here .
The JOBS Act makes a number of changes to the Securities Act of 1933 and the Securities Exchange Act of 1934, which comprise the primary federal statutory framework for the regulation of the issuance, purchase and sale of securities in the United States. Among the changes are a relaxation of disclosure requirements for securities issuers with annual gross revenues of less than $1 billion (defined as "emerging growth companies" in the JOBS Act), the easing of requirements for public offerings of securities in amounts less than $50 million, and the creation of an exemption from registration requirements for sales of securities in an aggregate amount of less than $1 million designed to make it easier for startups to utilize crowdfunding platforms – mostly over the internet – to raise seed capital.
The JOBS Act will quickly create unique opportunities for early-stage companies to meet their working capital and growth funding needs. Contact the professionals at Clark Hill PLC for the latest information about the dramatically changing landscape of securities regulation and to find out how we can help your business take full advantage of the tools created by the JOBS Act.
FAQs: Mandatory COVID-19 Vaccines and the Automotive & Manufacturing Industries
Join us for a presentation where we will share the considerations, implications, and answer your frequently asked questions surrounding the implementation of mandatory COVID-19 vaccines.
Tea & Tidbits: Benefits Strategies for Small Employers
June’s discussion will center around benefit strategies for start-ups or employers who are small and aren’t sure if they can offer benefits at all.
Religious Accommodations: What Every Employer Needs To Know
This webinar will discuss the practical and legal issues relating to religious accommodations. This includes determining whether an employee has a sincerely held religious belief, what information you can request in connection with a request for a religious accommodation, and whether a request for an accommodation is reasonable.