Are you negotiating a commercial lease in Pennsylvania? Consider these legal issues!

Any business owner operating a business out of commercial space either buys the property or opt for the inexpensive alternative of leasing it. The terms of the business’ commercial lease can profoundly impact the ability to run a business and earn profits. Commercial leases are complex, and each one looks different.

A lease is a contract that is legally enforceable and can be valid even if it is not in writing. However, in Pennsylvania, a written and signed lease agreement is required for any lease longer than three (3) years. If it is not written and signed, a “tenancy at will” is created, which gets terminated anytime when either the landlord or the tenants want. Business owners should always demand a written lease to safeguard against any misrepresentation of the lease terms or abruptly getting evicted in case of tenancy at will. The good news is commercial lease agreements provide greater flexibility to negotiate than a standard residential lease agreement. Any negotiation will only be fruitful if the business owner understands and avoids common mistakes. Therefore, a commercial tenant should keep in mind the following legal considerations while negotiating the lease –

WHAT WILL YOU “USE” THE PROPERTY FOR AND WHAT WILL BE YOUR HOURS OF OPERATION?

It is essential to define “use” in the commercial lease to adequately define the business activities that the tenants intend to conduct. Suppose the lease does not define the “use” terms. In that case, the tenants could be held to default the lease and expose the business to legal consequences.

If the tenants are leasing property for retail purposes, the commercial lease will likely have an operation covenant, a section that outlines the operating hours of the leased property. There might be situations when the tenants are unable to meet the operating hours’ requirement because of renovations, repairs, holidays, etc. It is important to address these situations in the commercial lease to avoid defaulting under the lease.

WHAT ABOUT THE IMPROVEMENTS ON THE LEASED PROPERTY?

Generally, in Pennsylvania, one of the components of a commercial lease is the Work Letter. It states the expected work that each party should do and the expected deadlines to complete the work to prepare the premises for occupancy. Most tenants overlook the Work Letter while negotiating and signing the lease without understanding their work share because architectural drawings are costly and time-consuming to produce. The tenants should negotiate the work allocated or secure the preliminary drawings to get the price estimates. Also, tenants may be able to convince the landlord to bear the cost of some improvements. However, most commercial leases will require the landlord’s prior written approval if the tenants want to make any alterations to the premises. Therefore, it is in the tenants’ interest to address the tenants’ requirement for improvement in the lease itself.

WHAT ABOUT THE REGULATIONS AND ZONING COMPLIANCE?

Most commercial leases state that the tenants accept the leased property “as is.” However, commercial properties are not zoned for any commercial uses. Even though a landlord might commit that the property can be used for intended purposes, the tenants bear the risk of any zoning or permit violation. In Pennsylvania, about 57% of the townships and boroughs have their zoning ordinance. The permitted uses will vary for each zoning ordinance. To avoid the uncertainty of breaking the zoning rules or operating without the required permits, the potential tenants must perform its due diligence investigation of the property’s zoning laws and ask for the municipal, county, or state-required permits before committing to a commercial lease.

It is also essential for both landlord and tenants to discuss all the improvements or repairs required to ensure that the commercial property complies with the environment, labor, and industry-specific regulations. Any violation can potentially create enormous complications and liability for the tenants, which causes harm to the business.

SHOULD YOU NEGOTIATE A LONG-TERM LEASE?

Most commercial landlords intend to get long-term leases with automatic renewal terms because it secures them long-term rent. Long-term leases of three to five years or more also ensure the business’s continuity and stability. However, such long-term commitment comes with its risks for tenants in Pennsylvania. Many landlords require business owners’ personal guarantees when it comes to leasing commercial spaces. Such a long-term lease can be risky because most start-ups have a high failure rate. It means that there are high chances that the commercial lease might last longer than the business itself. If this happens, the business owner is liable for rent even if the business has ceased occupying the property. This problem worsens in Pennsylvania because landlords are not required to take affirmative steps to mitigate the damages after the tenants default unless there is a mitigation provision in the lease. Therefore, tenants should negotiate for an out clause, the clause that allows tenants to get out of the lease early, or a mitigation clause. In the alternative, tenants should also negotiate assignment or subleasing clauses in the lease. Even if the tenants do not have much negotiating power, tenants should be aware of all the fees incurred in case of defaulting the lease because of failure to pay the rent or leaving the leased property early.

ADDITIONAL PROVISIONS THAT YOU SHOULD BE AWARE OF

Every commercial lease has Common Area Maintenance Costs (CAM) which are usually tacked onto the rent. Examples of CAM costs are snow removal, landscaping, parking lot lights, etc. Tenants should carefully budget for these additional costs.

Most commercial lease agreements have an Indemnity clause that requires the tenants to indemnify the landlord if a third person gets injured on the rented property and brings a claim against both the tenant and the landlord or if there is property damage in the leased space. This clause also covers the injuries that occur in common areas or even because of the landlord’s negligence. Tenants should carefully negotiate the indemnity clause.

LANDLORD’S LEGAL POWERS THAT YOU SHOULD BE AWARE OF

Once the tenants have defaulted, the landlord has the right to invoke the acceleration clause. The clause initiates legal proceedings against the tenants and the tenants’ guarantors for all the unpaid rent owed for the lease term’s remainder. One way to avoid these devasting consequences is to negotiate a business-failure escape clause in a commercial lease.

Another detrimental legal tool available to most landlords in Pennsylvania is – Confession of Judgement. It is a legal way through which a landlord can secure a quick judgment against allegedly defaulting tenants without any requirement of proving the tenants’ default at a hearing. The landlord can repossess the leased property and get the alleged unpaid rent from the tenants. Then, it is the tenant’s burden to prove to the court why the confessed judgment should be reversed. The Pennsylvania Supreme Court still implements this legal provision for some commercial leases. Tenants starting their business should reasonably bargain to remove this clause from the lease agreement.

MOVING FORWARD

Potential business tenants must carefully negotiate the lease terms, keeping the business goals in mind. However, the COVID-19 outbreak brought a new range of issues to the parties’ contractual abilities, which will lead to new legal considerations for future lease terms. Going forward, the tenants would like to include a reasonably broad force majeure clause. The clause dictates the circumstances that are not within the party’s reasonable control, which caused the contract’s violation. The pandemic experience might change the rent provisions. Tenants will also assert the legal clauses of impracticability (or impossibility) of contractual performance and frustration of the contractual purpose. There can be more focus on cleaning issues.  In the end, there are many more issues than outlined in this article.

SOURCES

https://www.wolfbaldwin.com/articles/real-estate-articles/legal-considerations-for-commercial-leases/

https://www.wolfbaldwin.com/articles/real-estate-articles/commercial-leasing-when-you-can-t-buy/

https://www.macelree.com/commercial-real-estate-leases-let-the-tenant-beware/

https://www.lexology.com/library/detail.aspx?g=210d2ac6-46cf-44db-84d0-2487c616fd19

https://blog.thebrokerlist.com/challenges-commercial-leasing-central-pennsylvania/

https://www.dhbusinessledger.com/business/20190417/top-ten-mistakes-in-commercial-leases

Legal Considerations

PHOTO SOURCES

https://housing.com/news/tips-negotiate-commercial-leases/

https://snonoco.com/en/blog/show/prm/6285/Commercial-negotiation.html

https://cdcloans.com/commercial-lease/

 

 

 

 

 

Protecting your business and rewarding employees through a vesting scheme

INTRODUCTION

Every new business starts with limited access to precious money that needs to use for maximum utilization. Simultaneously, every new business or startup needs a dependable and robust workforce for the business to succeed. One of the ways to reward your workforce, ensure that they remain dedicated to the new business, and save cash is through the process of vesting.

WHAT IS VESTING?

Vesting is a legal process through which a person in the startup ‘earns’ or acquires a full right on the company’s stocks or stock option. No third party or company can take it away from that person.

 

BENEFITS OF A VESTING SCHEME  

  1. Protection of your new business – Amongst many reasons for a startup to fail, founders or key employees leaving the company at its initial stage is one of the main reasons. Some people leave the startup because it is too stressful, risky, and challenging. Some lose faith in the company’s vision. Some face unexpected personal challenges such that they cannot continue working for the company. A vesting scheme protects the business from these departing members since they cannot take away the unvested equity. Example – Imagine two friends start a business together, and each receives 50% of the company’s equity. One of them leaves the company after a few months. Without any vesting scheme, the departing founder will still own his/her/it 50% of the shares, and the associated voting rights. If the business is successful or sold, the departed founder enjoys the profits. The departed founder might not take all 50% shares with a vesting scheme until the vesting scheme completes.

 

  1. Vesting schemes incentivize founders and employees to stay longer with the startup – because most of the vesting schemes vest the equity shares on a monthly or yearly basis, the scheme motivates the founders and employees to stay longer with the startup.

 

  1. Vesting schemes attract investors and add to the company’s value – Once the company is set up, the company is looking for investment for its growth. Most professional investors demand stock vesting provisions for the founders and employees because then the founders or employees are unlikely to leave. Such arrangements mean the company’s equity will be protected from departing members, which means that investors’ investment is safe. This stability provided by the vesting schemes also adds value to the startup when other companies acquire it.

 VESTING SCHEDULE

Vesting is achieved through a vesting schedule that defines when and how much of the company’s stocks or stock options will be distributed to the parties in the startup. Vesting schedules that are too long are unattractive for the employees, and vesting schedules that too short jeopardize the startup’s protection. Generally, startup companies use –

  1. Cliff vesting – A cliff period refers to the period in which no stocks or stock options are granted to the employees or founder. It is a sort of a cool-off period before the vesting process starts. Generally, startups’ cliff period is one year. The idea is that one year period is too short for accounting for any long-term results from the employees’ services. Therefore, it would be unfair for an employee who lasted less than a year to have long-term ownership in the company. So, if a startup decides one year as the cliff and a partner or an employee leaves the startup in the 10th month, they will not receive any stocks or stock options.

 

  1. Graded vesting – An employee or founder will only receive the stock or stock options they have ‘earned’ or ‘gained’ in equal portions over a certain period. Suppose the vesting period is for four years without any cliff, with vesting on a monthly basis. Therefore, all the stocks or stock options are divided into 48 portions. In this case, the employee earns a percentage of shares every month that they work.

VESTING SCHEMES –

Apart from the salaries earned, there has been a recent trend of rewarding employees hard work through Stock Option Plans. The most common vesting process is where stocks or stock options are vested either on a monthly or annual basis for a period of four years with a one-year cliff period, starting from the employee’s entry date. Similar vesting schemes can be used for consultants, directors, and advisors of a startup. Again, the founder’s vesting scheme is similar to employees’ vesting scheme. However, unlike the employees’ vesting scheme, founders might receive specific percentages of the stocks upfront when signing the Founder Agreement. Furthermore, in the case of a company’s acquisition or merger, vesting is accelerated for the founders and sometimes for the key employees.

TAX CONSEQUENCES OF THE VESTING STOCKS

For tax purposes, restricted stocks (stocks that are forfeitable) granted to an employee are considered as income when the vesting schedule is completed. The taxable income is determined by the fair market value on the date when stocks become fully vested, subtracted by the original purchase price of these stocks (which can be zero). However, such shareholders also have an option of Section 83(b) election. Under this option, instead of reporting the income on the day shares become vested, a recipient of the restricted stocks can choose to declare the fair market value of the restricted stocks on the day they are granted. This option is advantageous because stock prices are generally lower when granted compared to when they are vested. However, suppose the recipient leaves the employment before the stocks become fully vested, and therefore, loses all stocks’ rights. In that case, the recipient will be unable to recover the income tax paid on those stocks.

CONCLUSION

Setting up a vesting scheme can be crucial for a business’s success. However, there is no thumb rule for the best vesting schedule for a business. It depends on various considerations like the type of business, the number of people involved, and its end goal. Nevertheless, the underlying factors to consider are incentivizing the employees, protecting the company’s equity, and balancing business finances.

SOURCES –

https://jiahkimlaw.com/startup-planning/vesting-important-startup-founders/

https://www.cleverism.com/set-up-vesting-scheme-startup/#:~:text=Vesting%20is%20essentially%20a%20process,or%20employee%2C%20will%20be%20distributed.

https://www.cleverism.com/why-do-startups-fail/

https://www.forbes.com/sites/allbusiness/2016/02/27/how-employee-stock-options-work-in-startup-companies/?sh=704faecc6633

https://www.investopedia.com/articles/tax/09/restricted-stock-tax.asp

https://latamlist.com/founders-agreement-first-steps-before-starting-a-business/

Photo Sources –

https://fi.co/insight/startup-equity-vesting-how-to-compensate-team-members-without-money

https://www.sec.gov/Archives/edgar/data/1037038/000095012305008114/y10404exv10w26.htm