Friday, 28 June 2013

Guide to Contract Negotiations With Investors - Early Stage Venture Capital Deals

Dear All,

Please feel free to review the annexed:-

http://www.entrepreneurhandbook.co.uk/guide-to-contract-negotiations-with-investors/

The text of which should be :-




Entrepreneurs - Contract Negotiations with Investors

Having found an investor proposing to invest in your business, your attention needs to turn to the documentation that you are likely to need to reflect your agreement.

Firstly – Make sure that you have a clear understanding of the outline terms of investment (prepare a non-legally binding ‘Heads’ or ‘Term(s) Sheet’ - that you both agree with).

At the very least, your investor is going to want to see that their ownership interest (in shares) is properly documented as issued in the investor’s name.  This (in itself) involves a certain amount of paperwork- although it is not unheard of for an investor to subscribe to shares merely on the basis of the broadly standard constitution of an English limited liability company (i.e. the Companies Act’s – ‘Model Articles of Association’).


However, if your investor is to hold a minority stake, and / or not be ‘hands-on’ (i.e. actively involved on a frequent basis) with the company in which they are investing, it is likely that they will seek some element of agreed investment documentation to protect their interests. 

As a founder of the business - you want their money, such that you may find yourself presented with a ‘take it or leave it’ proposition.

The worst thing you can do in such a situation - is simply accept the terms on offer, particularly if you are not to consider them in any detail (with the aim of seeking to know what you are agreeing to).

Budgeted Legal Review

The problem is that in early-stage / venture capital type investment transactions, the sums of money being invested are generally quite modest and do not leave much of a budget for legal advice on the proposed investment documentation.

Accordingly, an investor’s initial position is generally to resist the founders taking legal advice on investment documentation – largely because it is the investor’s money which directly or indirectly is likely to be paying the legal fees. 

However, as a founder you should seek to persuade the investor that such an attitude is counter-productive, and that it is much better for you to gain a full understanding of (and agree to) the detail of the investment documentation you are proposing entering into - if a sound on-going relationship is to be created between you.  

Lawyers (like many other in service industries) tend to base their charges upon the amount of time which they spend considering and advising upon matters that they are consulted in relation to.  Experienced lawyers should be able to agree with you an (estimated or) budgeted fee for work to be undertaken (in light of what interested parties consider to be sensible for the work). 

Having set your budget for legal review, make sure that you get the maximum value out of the legal advice you receive.  For example if your budget only buys a limited amount of time from your legal adviser, make sure that they take you through the documentation (on a ‘page turn’ basis) so that you fully understand the terms which you are being asked to agree to.  A good adviser should know and have seen the format of such documentation before, know what is reasonable market practice (and what is not), and know the issues which need to be explained to you.  If there are any commercial / legal terms which you have objection to, often the most effective way to resolve the issues is to discuss matters directly between the founder and the investor – with the hope that a compromise position can be found.

As founder you need to be aware that an investor has a range of legitimate protections that they will reasonably require in the documentation (e.g. that their likely minority position will not be abused by your continuing majority control of the company in which they are investing).

Certain other provisions might seem unfair to you at first glance, but with appropriate revisions and careful drafting, you may well be able to accept them.  Falling into this class of provisions might be the well-known "leaver provisions", whereby if a founder were to leave the company at some point in the future, your shares become capable of re-acquisition by the company etc.  The investor will want to know that you will continue to be actively involved in the business – thereby protecting their investment on an on-going basis.  If you cease to be involved in the business in the future, it is arguably fair that you should potentially receive the value which you have created to that point in time, but arguably not that you should be able to continue as a ‘sleeping partner’ in the business.

Having accepted that the investor may well have legitimate reasons for wanting appropriate documentation, interested parties should then aim for the documentation to be drafted and settled efficiently and cost effectively.  Legal documentation (in the writer's opinion) should generally be drafted on a basis of being fair and reasonable. 
Generally, the investor’s lawyers will prepare the documentation (although it is possible for the company to give instructions for the lawyers to prepare what is intended to be market practice documentation - which is intended to assist with the taking of investment, and which are designed to be sensible even-handed documents between the parties).

Generally, the investment documentation will comprise (i) articles of association and (ii) an agreement (often variously described by a combination of the words ‘investment’, ‘subscription’ and/or ‘shareholders’ agreement).

Articles of Association

Every company has articles of association – often comprising the Companies Act’s ‘Model Articles’ (with small amendments), which are generally adopted by default upon incorporation. 

Articles of association can be considered as akin to a ‘club constitution’ – legally comprising a binding agreement between the company and the shareholders from time to time. 

Such a document can be quite impenetrable to a layman – and largely for this reason, in certain early-stage investments, specifically drafted articles of association are not prepared. 

However, if new articles or revisions to the articles of being proposed, you should treat this document as the primary document which you first review. 

Lack of familiarity with articles often means that people choose not to read that document – and for this reason (and the reason that certain share-based rights are more easily enforced through the articles of association) – many of the more onerous provisions in investment arrangements are often included in the articles.

‘Subscription and Shareholders’ Agreement

The other document which is generally utilised as part of the investment arrangements is a separate written agreement – generally a much more accessible document (for those who deal with the same) – and prepared in the format of a private agreement between the founder and the investor (generally with the company also a party).

Model Documentation

The internet has assisted such arrangements in many ways, including the fact that early-stage venture capitalists – and others active in the market - now have easy access to basic documentation which is considered to be market standard.  One example of this is the early-stage venture capital documentation produced by the British Venture Capital Association (B VCA) and which is widely available on the internet : –


Before you enter into investment arrangements, it may be useful for you to try and review the articles and the investment agreement at the link above, so that you can understand the type of arrangements which you may be subject to.  Please note however that the documentation set out above is quite detailed and complicated, and there are a number of less accessible but nevertheless widely recognised documentation (often based upon the above documents) that lawyers can easily gain access to.  Use of standard (or recognised) documents greatly assists with a rapid and efficient investment, and hence - one drafting approach is to ensure that a particular set of model documentation is used in preparing drafts and then reviewed by lawyers (with the amendments proposed made to the standard documentation clearly show).  This removes a lot of time from the consideration process, so that the detail can be focused upon by those who review the documentation.

The above review only "scratches the surface" of the subject – but we hope that it gives you an understanding of the process and documentation you are likely to need to be subject to.  If you would like to discuss matters further, please do not hesitate to contact the writer so as to do so.

Principal & Consultant Business Lawyer

(+44) 07788 537 187         (U.K. Mobile / Cellular Telephone)

Equitable Law is a London based (but nationally and internationally focused) boutique legal consultancy firm, providing the business law advice and assistance services of Mr. Dan Johnson.

To find out more, please visit :- EquitableLaw.com

Tuesday, 29 January 2013

Pro-Bono Legal Advice to ATLEU


Cubism Law (Dan Johnson & David Buckle) legally advise upon and assist with the initial contractual arrangements of Anti-Trafficking And Labour Exploitation Unit (ATLEU) Limited

Dan Johnson and David Buckle (Consultant Solicitors with Cubism Law) are delighted to announce that as part of their on-going pro-bono legal advice and assistance activities, they have recently legally advised and assisted the Anti-Trafficking And Labour Exploitation Unit (ATLEU) with its initial contractual arrangements (immediately post its formation) - so as to allow the further development of its highly socially responsible activities.

ATLEU is a newly established not-for-profit organisation which will be based (in the short term at), and which will work in association with Islington Law Centre (led by Ms. Ruth Hayes).  ATLEU provides legal representation to victims of people trafficking and labour exploitation.

ATLEU’s founders (Clara Connolly, Jamila Duncan-Bosu, Emmy Gibbs, Victoria Marks and Juliette Nash) have developed specialist expertise in this area of law, arising by virtue of their historic work at North Kensington Law Centre with victims of such oppression and exploitation. 

ATLEU seeks to assist such victims to obtain both (i) safety and (ii) redress against those who have oppressed and exploited them.  ATLEU aims to develop jurisprudence to enhance victims’ rights by taking a strategic approach to litigation and identifying suitable test cases to pursue.  ATLEU provide a comprehensive and dedicated service providing legal advice to victims in immigration and asylum, employment and housing and community care (as well as civil claims for compensation).

ATLEU works closely with all the major agencies supporting victims of people trafficking and labour exploitation and ATLEU accepts both London based and national referrals.  ATLEU work closely with London’s leading chambers that assist clients on a pro bono basis where necessary.  ATLEU has close links with leading city law firms (including Cubism Law) which represent clients pro bono to enforce court and / or tribunal awards.  ATLEU also operate a volunteer scheme and encourage applications from those with relevant experience and an interest in our work.

Islington Law centre was advised in relation to these arrangements by Ms. Harriet Gaillard (and colleagues) at Freshfields Bruckhaus Deringer LLP.

Dan Johnson (Consultant Solicitor with Cubism Law) said: – “The work of ATLEU is a quite different from the general corporate, finance and commercial legal advice and assistance which I habitually provide to clients.  It was enlightening for me to more fully understand that in one of the richest cities in the world and in a developed world economy, numerous people are working in conditions akin to that of slavery”.

Jamila Duncan-Bosu (Founder of ATLEU) said: – “It was a pleasure to be introduced to Dan Johnson (by David Buckle) and to work with Dan, who provided timely, appropriate and highly constructive legal advice and assistance to us at a very busy time.  We look forward to calling upon (David and) Dan’s further legal services in the future - as and when ATLEU may require them”.

More information with regard to Dan Johnson may be found at: – www.linkedin.com/in/danrjohnson

More information with regard to David Buckle may be found at: – www.linkedin.com/in/davidbuckle1

More information with regard to Cubism Law may be found at: – www Cubismlaw.com

116 – 118 Chancery Lane
London 
WC2A 1PP
 
Tel.  +44 (0)20 7831 0101
Fax. +44 (0)20 7831 0001

More information with regard to ATLEU may be found at: – www.atleu.org.uk

The Anti Trafficking and Labour Exploitation Unit (ATLEU)
Islington Law Centre
232 Hornsey Road
London
N7 7LL

Tel:  +44 (0)20 7700 7311
Fax: +44 (0)20 7700 4315

You can contact any of ATLEU’s caseworkers directly (as follows):-

Clara Connolly:              clarac@islingtonlaw.org.uk
Jamila Duncan-Bosu:     jamilad-b@islingtonlaw.org.uk
Emily-Anna Gibbs:        emily-annag@islingtonlaw.org.uk
Victoria Marks:              victoriam@islingtonlaw.org.uk
Juliette Nash:                julietten@islingtonlaw.org.uk

Friday, 11 January 2013

Legal Issues in Debt Restructuring - Hong Kong - May 2013

Dear All,

My Hong Kong based 'Legal Issues in Debt Restructuring' course dates are now confirmed as 6th - 8th May 2013 :-

http://www.euromoneytraining.com/Course/5162/Legal-Training-Asia/CourseInfo.html

I look forward to seeing you 'there and then'.

Kind Regards, Dan Johnson - +1 646 470 1880 (Global Roaming Telephone and Messaging Service)

Friday, 14 December 2012

Legal Agreements By 'Galton and Simpson' (Not a legal textbook!)


An episode of Galton and Simpson’s ‘Steptoe and Son’ contains (in my view) the best explanation of the potential shortcomings of legal agreements that has ever been expressed (albeit, in jest!).

The plot of 'Divided We Stand' involves Harold (the son) becoming so annoyed with Albert (his father), that Harold decides to separate the living room of their shared residence down the middle with a partition wall - so that they avoid contact with each other.  

However, they discover that both wish to be able to watch their only television, necessitating a position whereby the partition splits their television set down the middle.

HAROLD STEPTOE [Trying to convince Albert to change the channel of the partitioned TV set]

“We had an agreement, we shook hands. I have got the law of contract on my side”.

ALBERT EDWARD LADYSMITH STEPTOE

“I’ve got the knobs on my side”.

It still makes my laugh every time I use it to seek to explain the relevant point!


Please feel free to talk to me, if you want ‘the knobs on your side’ in relation to any legal agreement you are considering entering into.

Monday, 3 September 2012

Practical Tip(s) For Serving Notices Within Specified Periods

I have been reading this afternoon the summary details of a reported legal case -

Ener-G Holdings plc v Hormell [2012] 

This is an English law case dealing with some specific circumstances relating to service of particular notices within specified periods of time - and is considered reasonably important in relation to a wide range of such circumstances (which apply in certain legal aspects of business).

If you are interested in the detail you can find it here :-  

http://www.bailii.org/ew/cases/EWCA/Civ/2012/1059.html

However, it left me asking - Why do the interested parties place themselves in such an exposed position when any basic diary operation procedure that I habitually use would avoid these problems arising in practise?

The factual circumstances of this case involve a first notice having to be served within a two (2) year period - with a requirement for a further document service to occur within twelve (12) months thereafter.

In such circumstances, I would always make a diary entry to serve the first notice within (say) twenty-three (23) months - and the second document within (say) a further eleven (11) months.

The result (touching wood) is I have never missed a professional deadline - While (conversely) missing a deadline seems to be a perennial issue which is dealt with by negligent advisers' professional indemnity insurers upon a regular basis!

One gains little to no commercial advantage by leaving notices to the last minute (one merely exposes oneself to the risk of a 'balls-up').

Simply impose the slightly shorter deadline upon the other party - i.e. 'Settle or we sue slightly earlier than the latest that we can'.

Am I the only lawyer with practical common sense?!

Thursday, 14 June 2012


Adoption of Appropriate Business Success Incentivisation Arrangements for Workers

Involved In Early Stage / High Growth Businesses / Private Limited Liability Companies

This dynamic note (i.e. intended to be developed over time) outlines how arrangements can be devised (in the writer’s view) to deal with the situation of how a fast growing business, as generally owned by a limited liability company, can practically (and – hopefully - tax effectively) incentivise workers engaged in the venture to actively contribute to the success of the venture (by granting appropriate profit sharing and / or ownership rights in the business).

The current coalition government in the U.K. has indicated that it wishes to favour a ‘John Lewis Partnership’ model of encouraging business success incentivisation for workers  – which many enlightened employers are also keen to see introduced into their arrangements (provided arrangements can be devised which reasonably satisfy all interested parties interests). 

The writer hopes that the arrangements discussed in this note can serve as a means for interested parties to consider, discuss and settle arrangements ‘which work for them’.

The Rebirth of the Partnership

Many early stage businesses rapidly incorporate as a limited liability company – often before they have taken any professional advice (mainly because this is quick and easy to do in the U.K. – being the traditional way to provide for a limited liability ‘shield’ against business failure – and a limited company provides relatively low level of tax upon retained / undrawn profits in comparison with current individual income tax rates).

However if you go back in British business history far enough (to a time when incorporation was not as cheap, quick and simple) – partnerships were the habitual business model – e.g. ‘Scrooge and Marley’ (in fiction) – but it is worth remembering that many current huge industrial enterprises were (in their early years) traditional partnerships.  Many current private limited companies are de facto quasi-partnerships of a small number of individuals.

If the circumstances of what the founder(s) / early stage promoter(s) of the business are seeking to achieve in incentivising workers towards business success match the model of a partnership – there can be advantages to revising the existing business structure so that the limited liability trading company involved can become owned wholly owned by a partnership or by a limited liability partnership (LLP) – a legal entity which has gained considerable popularity over the last decade.

The established trade (generally) continues within the limited company and the partners can quickly and easily amend the ownership, management and profit share interests in the underlying venture via adjusting the interests in the partnership / LLP.

In the circumstance of a (say) two man quasi-partnership company - which by reason of (say) its rapid growth needs to invite another (say) two individuals into the ownership, management and profit share arrangements  -  the formation of a new ‘top-‘partnership / LLP is worth investigation.

Great care needs to be taken not to trigger tax charges upon formation (upon which professional advice should be taken) and a carefully drafted partnership or LLP agreement is highly advisable (but such document is merely an alternative to a shareholders agreement – which the writer would encourage all shareholders in a quasi-partnership company to have).  In particular, partnerships / LLPs can be much more effective in dealing with thorny issues arising from leavers (i.e. previously active working shareholders who cease to be actively involved in the business) and many issues relating to tax issues turning upon employment related securities can be avoided.        

“The Bonus Backstop”

It should not be forgotten that the ‘John Lewis Partnership’ model (so lauded by many politicians) is but a glorified bonus scheme (operating by the habitual declaration of an additional percentage payment calculated on the basis of salary).  Such a bonus is paid through PAYE with income tax and employee national insurance payments deducted at source (and with additional national Insurance payments required from the employer).

In most (if not all) respects it is little different to the operation of the derided ‘bankers bonus’ – and it should be noted that it is particularly tax inefficient for the worker - and potentially creates an on-going expensive liability that in practice is difficult to avoid (just ask the investment banks!).

However, provided bonuses are clearly established as being non-contractual; and they are not operated in an arbitrary (or discriminatory) fashion – they can provide a useful incentivisation method (possibly in tandem with other arrangements) with (at least theoretical) flexibility for the employer to adjust overall remuneration.     

The Favouring of Capital Gains and Share Incentivisation

U.K. tax legislation highly favours the taxation treatment for individuals of receiving the proceeds of capital gains as opposed to the taxation of individuals’ income (currently at rate(s) up to 50%(+)).  

Many fast-growing businesses wish to incentivise new joiners and other staff, with an opportunity to share in the future success of the businesses they join (in a tax efficient manner) – which aim has obvious commercial drivers for the employer (including low up-front costs – allowing growing businesses to potentially hire high calibre people whom they would not otherwise be able to afford).

However, many new joiners and other staff are not in a position to subscribe for new shares in the owning company at their full market value at the time of joining etc.   This generally means that they are unable to acquire sufficient numbers of shares to give them a meaningful stake in any increase in the value of the underlying business.  

Any attempt to issue staff with shares at an undervalue (i.e. ‘gifts of free shares’) will give rise to an immediate charge to income tax on the difference in value between the market value of the shares subscribed for and the amount subscribed for them- under long-established provisions of U.K. tax legislation seeking to tax such shares as remuneration for employment.

Over recent years, changes have occurred in the U.K.'s capital gains tax legislation which broadly have had the effect of increasing the general rates of capital gains tax applicable for individuals to 18%, or more likely 28%.  

However, an ‘Entrepreneurs relief’ from that CGT has developed which currently effectively reduces the rate of capital gains tax applicable to business assets disposed by certain qualifying individuals to 10% on the first GBP £10 million of lifetime games, subject to satisfying a number of qualifying conditions – the most important of which are that for twelve (12) months prior to disposal, the individual held not less than 5% of the ordinary share capital rights in the company (i.e. votes) and to be an officer or employed (full-time or part time) during that period.

Accordingly, any arrangement which can legitimately utilise entrepreneurs relief - can offer an extremely commercially effective and tax efficient share incentivisation arrangement for (a) new joiner(s) to a fast-growing business.

Thankfully the 2012 Budget announced news of a proposed extension of entrepreneurs relief (from capital gains tax) to the disposal of shares acquired under particular option arrangements which were previously extremely popular  - such that the writer is now favouring the following scheme for business success worker incentivisation arrangements.

Enterprise Management Incentive (EMI) Options

Because of their numerous advantages, the starting point should be to establish whether it is possible for a company to grant EMI options.  If the conditions can be met the tax treatment is very favourable:

·         No income tax on grant; 

·         No income tax on exercise (unless the option was granted at a discount to share market value and then only the amount of the discount on grant is taxed on exercise); and

·         CGT on the sale of the plan shares.

In addition, a UK employing company will qualify for a statutory corporation tax deduction equal to the gain on the exercise of the option (i.e. market value on exercise less the exercise price).

The corporation tax deduction gives EMI the edge over any other incentivisation arrangements.

If options are exercised on an exit, the deduction will typically appear as a deferred tax asset in completion statements - and it is often possible to persuade purchasers to give selling shareholders credit in negotiations. 

Options are easier to operate in that (generally no separate class of shares is required and) leavers can be dealt with more easily by allowing their options to lapse (thereby avoiding the need to put in place arrangements to buy their shares).   

To meet the conditions, companies must have:

·         gross assets of less than £30 million;

·         less than 250 full-time (or full-time equivalent) employees; 

·         be independent; and 

·         satisfy certain other conditions.

While care should be taken – Most private companies can qualify with ease..

There is an individual limit (relatively recently increased) of GBP £250,000 worth of shares which may be subject to unexercised EMI options.

Participants must be employees within the group and must work at least 25 hours per week (or 75% of their working time, if less).

There are various other conditions (e.g. reporting, type of shares which may be used etc.) but listed companies are likely to meet these.

Growth shares

If the EMI conditions cannot be met (or the limits are exceeded) an alternative the writer often favours is to create a new class of shares which only participate on an exit on gains in excess of market value on the date of acquisition. 

If performance conditions are required, these can be built into the articles thereby further reducing the up front value of the shares.  

Employees subscribe for the shares – generally at no more than par (so the initial cash employees are required to fund is not too onerous) and provided certain ‘hoops are leapt through’ – any gains in value thereafter are taxed as capital gains.

Suggested Possible Solution – ‘New Joiner(s) Receiving Growth Shares Under EMI Options

The arrangement that the writer suggest is explored further in relation to private companies is an arrangement sought to be explained below (as also represented in the table set out in the schedule to this paper).

The arrangement works by creating a new designated class of shares at any point at which (a) new joiner(s) is / are invited to participate in the shareholding of the relevant company.

At each point at which (a) new joiner(s) is to ‘join the company’, a settled market valuation of the company is arrived at - and that value is ‘embedded’ in the class rights of the existing shares at that point in time (in settled proportions).

The new joiner(s) is / are then granted an EMI option over a proportion of a fresh class of shares with a designation which entitles them to (an) agreed right(s) to any increase in the overall value of the company - over and above the settled value of the company at the point at which the option is granted.  

Such a mechanism can be repeated across subsequent round(s) of new joiner(s) joining the business. At each point at which new options are granted, the new joiner(s) are only granted a share option right to a pre-agreed proportion of any possible increase in value of the overall company - and at the point at which the options are granted, they (highly arguably) have a value of little more than their nominal (par) / (relatively) negligible value.

The eventual hoped-for position of all interested parties is that upon a crystallisation of value in the shares of the company (i.e. by way of a share sale, a liquidation following disposal of the business - or even a flotation) the respective classes of shares receive a sum of value (hopefully in cash) reflecting their proportion of the particular bands of value ‘embedded’ within their share class over time and the shareholders thereby divide up their returns in pre-agreed proportions. Consideration of the table below may well assist in understanding the mechanism further.

It is also necessary to discuss and agree the voting rights and the dividend rights which might apply to each of the particular share classes.

It is (seemingly) easier to agree (and arguably fair) that shares should vote in proportion to their capital rights in the highest  ‘value band’ (with perhaps - the founder shares have certain veto rights)and in relation to dividends, there being agreement (say) that dividends only be paid with all appropriate agreed parties consent and then paid in accordance with the proportionate holding of blended capital rights in the company at the point at which the dividend is paid – (effectively meaning that new joiner(s) initially have no dividend rights but that hopefully dividend rights accruing to them over time as the overall value of the company increases).

N.B. - This note has been prepared for various interested parties to consider how such a scheme might work in practice - and then discuss how they might wish to structure the detail of such an arrangement.  There are a number of potential commercial and taxation pitfalls with such an arrangement - which should only be implemented by professional advisers who are extremely familiar with this particular method of share incentivisation.  

Without limiting the generality of the previous statements, appropriate articles of association (and a shareholder's agreement) dealing with how the quasi-partnership might operate in the future and deal with certain situations, circumstances and issues which might arise - are advisable to be adopted.  This firm / I would be delighted to discuss matters further with you and work with you to implement such an arrangement.




The Schedule – Table Seeking to Explain Arrangement

N.B. – Figures shown are example figures only.


Founder 1
Founder 2
New Joiner 1
New Joiner 2
Total
Capital rights in current value of Company at the point New Joiner(s) 1 join the Company (£ x).
  



[50%]



[50%]



-



-



100%
Capital rights in any gain in excess of the then current value (£ x) in the ‘band of value’ created until New Joiner(s) 2 join the Company (£ y).






[40%]





[40%]





[20%]





-





100%
Capital rights in any gain in excess of then current value (£ y) in ‘band of value’ created until any further ‘new joiner event’ or sale / IPO / other ‘realisation event’.






[36%]





[36%]





[18%]





[10%]





100%
Suggested Share Designations

‘(Founder) Ords.’

‘(Founder) Ords.’


‘A Ords.’

‘B Ords.’

Etc.


© Dan Johnson – Consultant Solicitor - June 2012

M.        (+44) 07788 537 187      (U.K. Cellular Telephone)

E.         DanielRobertJohnson@gmail.com


Wednesday, 15 February 2012

You can tell clients home truths for years - but sometimes it was said better (c) 200 years ago

John Ruskin quote :- 

“It's unwise to pay too much, but it's worse to pay too little. When you pay too much, you lose a little money - that's all. When you pay too little, you sometimes lose everything, because the thing you bought was incapable of doing the thing it was bought to do.” 

Amen to that! If I get approached by another person in 2012 who wants me to solve their problems - Which are costing them (literally - in some cases) millions of pounds - because they did not take any (or good) legal advice in the past - or have relied upon a GBP £99 LLP Agreement bought from the internet - I may well scream !