U.S. and European companies that manufacture in China are typically concerned about their Chinese factory or some local competitor stealing their design yet are far too relaxed about protecting their trademarks.
Even in the best of times, employee terminations in China are fraught with risk. A mishandled China employee termination (or even just the discussions surrounding the termination) can quickly cause problems. China's declining economy has weakened its job market and made both employees and the government more likely to fight back against any little termination mistake.
Even though China private equity (PE) activity has cooled down (see here and here), our law firm has even this year been involved in many U.S. PE transactions involving China entities, employees, and assets. These deals are typically conducted at the U.S. entity level between two private equity groups, with the seller in each instance
China trademark oppositions work. What's more, they are relatively speedy and streamlined, with reasonable costs.
China is responding to its ongoing tension with the US and EU in some surprising ways – including setting up manufacturing and distribution hubs in Mexico and increasing its involvement in Latin America. What does this have to do with your business? More than you think.
Are you a good candidate for moving your manufacturing from China to Mexico?
The topic of this post is on the need to make sure your contracts with your overseas product manufacturers line up with your contracts with your product buyers.
Blockchain technologies are inherently international, and China has had its share of news lately. I have spoken on China and web3 from both business and national security perspectives. These new technologies present challenges and opportunities both inside and outside China. This post focuses on the for-profit blockchain developments and opportunities in China.
Western managers with China experience know the challenges (and risks) that come with cross-border negotiations. Those considering a move to Mexico will have to navigate a new set of cultural adjustments.
China employer rules and regulations are necessary for small as well as large companies
