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I understand how business works. This means I'm effective at getting solid outcomes to disputes. I can coach you to set up and run your business. And I can help you protect your assets with trademarks, copyrights and patents. I've been a software developer, health-care provider, teacher, and executive management consultant. I make a difference.
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Sorry, I too have inadequate contacts in that practice area.
(more)
Sorry, I too have inadequate contacts in that practice area.
Yes. The first step is to determine whether in fact any protected or protectable IP has in fact been taken. If yes, the take steps to have the taker cease use, return it if possible, and consider the circumstances that may include resignation.
Even if yes, the other board member should be...
(more)
Yes. The first step is to determine whether in fact any protected or protectable IP has in fact been taken. If yes, the take steps to have the taker cease use, return it if possible, and consider the circumstances that may include resignation.
Even if yes, the other board member should be encouraged to stop saying things. Because the line to defamation could be crossed, which could have repercussions for the organization.
If no, then have a strong discussion with the board member who believes it to determine the basis of the belief, and "encourage" an apology. Sometimes it is a mistake that can be remedied on the interpersonal level. If the member doesn't want to apologize, then ask for the resignation, and if that is refused, convene the board to discuss termination for cause.
Whatever you do, don't let the negative messaging continue.
Be aware that if the messenger was or is mistaken and persists in saying bad things, it is likely that upon a dismissal or resignation, the negativity will extend to the organization.
It is quite difficult to reverse negative statements in social media as they have a life of their own and people will believe them, simply because it is easy to believe them sometime.
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