Law Office of Chuck Farrar

  • Home
  • Practice Areas
    • Business Law 101
    • Civil Litigation and Dispute Resolution
    • Employment Law
    • HR Consulting Services
    • Mediation
    • Real Estate Law
  • Chuck’s Philosophy & Bio
    • Philosophy & Core Values
    • Chuck’s Credentials & Experience
    • Tips for Making the Best of Your Case-Situation
  • Self-Help Legal Resources
  • The Frog Knows Blog
  • Client Access Only
  • Contact
You are here: Home / Business Law / Business Divorce / General Partnership Divorce / Dissociating Partner / Business “Divorces” under California’s General Partnership Statutes:Part 3

February 10, 2018 By The Frog Knows, aka Chuck Farrar Leave a Comment

Business “Divorces” under California’s General Partnership Statutes:Part 3

Business man considering consequences of general partnership dissociationBeware of these 2 Key Consequences of General Partnership Dissociation

There are two important consequences of general partnership dissociation that must be kept in mind when a partner considers dissociation:

Consequence One: Dissociating partners immediately upon dissociation are free to compete with their former partnership. Their duty of loyalty not to compete with the partnership ends. See law below.

Consequence Two: Dissociating partners immediately upon dissociation have no right to participate in the management or conduct of the partnership’s business or participate in the winding up of the partnership’s business on dissolution. See law below.

It Pays to Know the Law

Consequences of general partnership dissociation are clearly set forth in the California Corporations Code.

Section 16603  provides:

“Upon a partner’s dissociation, all of the following apply:

(1) The partner’s right to participate in the management and conduct of the partnership business terminates.

(2) The partner’s duty of loyalty under paragraph (3) of subdivision (b) of Section 16404 terminates.

(3) The partner’s duty of loyalty under paragraphs (1) and (2) of subdivision (b) of Section 16404 and duty of care under subdivision (c) of Section 16404 continue only with regard to matters arising and events occurring before the partner’s dissociation.”

Corp. Code, § 16603

Section 16404  provides in part:

“(a) The fiduciary duties a partner owes to the partnership and the other partners are the duty of loyalty and the duty of care set forth in subdivisions (b) and (c).

(b) A partner’s duty of loyalty to the partnership and the other partners includes all of the following:

(1) To account to the partnership and hold as trustee for it any property, profit, or benefit derived by the partner in the conduct and winding up of the partnership business or derived from a use by the partner of partnership property or information, including the appropriation of a partnership opportunity.

(2) To refrain from dealing with the partnership in the conduct or winding up of the partnership business as or on behalf of a party having an interest adverse to the partnership.

(3) To refrain from competing with the partnership in the conduct of the partnership business before the dissolution of the partnership.

(c) A partner’s duty of care to the partnership and the other partners in the conduct and winding up of the partnership business is limited to refraining from engaging in grossly negligent or reckless conduct, intentional misconduct, or a knowing violation of law.

(d) A partner shall discharge the duties to the partnership and the other partners under this chapter or under the partnership agreement and exercise any rights consistently with the obligation of good faith and fair dealing.….”

Corp. Code, § 16404 (bolded font emphasis supplied)

The need (desire) to set up a competing business and move on with life vs. the desire to participate in the winding up of the former partnership’s business are indeed powerful and under the law of competing interests.

But There Is a Choice to Be Made

Choices to be made after considering consequences of general partnership dissociation

After considering the consequences of  general partnership dissociation carefully, you’ll need to make a choice.

Choice One: Dissociate and move on with forming and operating a business that competes with the dissociating partner’s prior partnership’s business, and do not participate in the conduct of the business of the former business nor the winding up of that former business, or

Choice Two: Do not dissociate, and (a) reach a new agreement with former partners or (b) participate with former partners in dissolving and winding up of the partnership.

Once again, the Yin and Yang of life is inescapable. It pays to carefully consider the consequences of general partnership dissociation.

If you missed this series, you can find:

Part 1: Breaking Up Is Hard to Do.

Part 2: Seven Key Concepts Business Partners Must Understand When Divorcing Their Business Partner(s).

The Frog Knows, aka Chuck Farrar. Contact Chuck with questions.

The Frog Knows about a business divorce

 

 

This Blog/Web Site is made available by the Law Office of Chuck Farrar for educational purposes only as well as to give you general information and a general understanding of the law in California, not to provide specific legal advice. By using this blog site you understand that there is no attorney client relationship between you and the The Law Office of Chuck Farrar. The Blog/Web Site should not be used as a substitute for competent legal advice from a licensed professional attorney in your state.

 

Filed Under: Dissociating Partner Tagged With: Consequences of General Partnership Dissociation, duty of loyalty

AV Rating- highest rating for ethical standards and legal ability. 2024

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Contact Us

Legal News and Upcoming Seminars

Sign up to stay informed.

  • Email
  • Facebook
  • LinkedIn

2026 Employment Laws for California Small Business Private Employer

Are You a California Small Business Private … [Read More...]

The “Junkyard Lawyer” Myth

The potential new client says: “I am looking for a … [Read More...]

Is Your New Parcel Landlocked or Illegal?

Title Insurance: Access to a Public Street or Road … [Read More...]

Categories

  • 2020 California Employment Laws (1)
  • 2020 Employment Laws (1)
  • 2022 California Employment Laws (1)
  • 2023 California Employment Laws for Small Business Private Employers (1)
  • 2024 California Employment Laws (1)
  • 2026 California Employment Laws (1)
  • Arbitration (2)
  • Ban the Box (3)
  • Bereavement Leave (1)
  • Business Divorce (2)
  • Buying and Selling Property (1)
  • Communication- Attorney-Client (3)
  • COVID-19 (3)
  • Discrimination and Harassment (1)
  • Dissociating Partner (1)
  • Dissociation (1)
  • Eminent Domain (1)
  • Employer Discrimination Re Cannabis Use (1)
  • Employment Law (8)
  • Gender Identity & Gender Expression (1)
  • General Partnership Divorce (1)
  • Harassment Prevention Training (1)
  • Hiring A Lawyer (1)
  • Landlocked Parcel (1)
  • Leaves of Absence (3)
  • Me-Too-Movement Laws 2019 (1)
  • New Employment Laws 2019 (1)
  • New Laws 2018 (1)
  • Non-Compete Agreements (1)
  • PAGA (1)
  • Pay Transparency (2)
  • Purchase Agreements (1)
  • Real Estate (4)
  • Reproductive Loss Leave (1)
  • Safety (2)
  • Salary History- Fair Pay (2)
  • Sick Leave Pay (2)
  • Title Insurance (2)
  • Uncategorized (1)
  • Unified Partnership Act (1)
  • Wage and Hour Laws (5)
  • Workplace Harassment (3)
  • Workplace Safety (5)
  • Workplace Violence Protection Plan (2)
  • Email
  • Facebook
  • LinkedIn

Chuck Farrar, Attorney at Law
Law Office of Chuck Farrar
Serving Grass Valley, Nevada City, Penn Valley, Truckee, Auburn and surrounding areas of Nevada City
(530) 273-0800 (530) 277-4862 cell
Contact Form

HIghest Rating Possible

Categories

  • 2020 California Employment Laws (1)
  • 2020 Employment Laws (1)
  • 2022 California Employment Laws (1)
  • 2023 California Employment Laws for Small Business Private Employers (1)
  • 2024 California Employment Laws (1)
  • 2026 California Employment Laws (1)
  • Arbitration (2)
  • Ban the Box (3)
  • Bereavement Leave (1)
  • Business Divorce (2)
  • Buying and Selling Property (1)
  • Communication- Attorney-Client (3)
  • COVID-19 (3)
  • Discrimination and Harassment (1)
  • Dissociating Partner (1)
  • Dissociation (1)
  • Eminent Domain (1)
  • Employer Discrimination Re Cannabis Use (1)
  • Employment Law (8)
  • Gender Identity & Gender Expression (1)
  • General Partnership Divorce (1)
  • Harassment Prevention Training (1)
  • Hiring A Lawyer (1)
  • Landlocked Parcel (1)
  • Leaves of Absence (3)
  • Me-Too-Movement Laws 2019 (1)
  • New Employment Laws 2019 (1)
  • New Laws 2018 (1)
  • Non-Compete Agreements (1)
  • PAGA (1)
  • Pay Transparency (2)
  • Purchase Agreements (1)
  • Real Estate (4)
  • Reproductive Loss Leave (1)
  • Safety (2)
  • Salary History- Fair Pay (2)
  • Sick Leave Pay (2)
  • Title Insurance (2)
  • Uncategorized (1)
  • Unified Partnership Act (1)
  • Wage and Hour Laws (5)
  • Workplace Harassment (3)
  • Workplace Safety (5)
  • Workplace Violence Protection Plan (2)
  • Client Access Only
  • The Frog Knows Blog

Copyright © 2013-2017 Chuck Farrar - All Rights Reserved.

This is Attorney Advertising. This website is designed for general information only. The information presented at this site should not be construed to be legal advice nor the formation of a lawyer/client relationship. Please click on Privacy and Disclaimer buttons below for terms and conditions of use of this website.

Website by Janice Knight of YrCoach.