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Author Topic: The Prosper "Quiet" Diary - millstones and milestones  (Read 10242 times)
go4reward
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« Reply #105 on: September 04, 2009, 06:19:09 PM »

I think it is necessary for any sizable company such as Prosper to have General Counsel. It is not a surprise to me at all. The lawsuit may be the trigger point for the General Counsel.
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Beerbud1
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« Reply #106 on: September 05, 2009, 06:42:05 AM »

I think it is necessary for any sizable company such as Prosper to have General Counsel. It is not a surprise to me at all. The lawsuit may be the trigger point for the General Counsel.
I know this post is going to get deleted or modified, Prosper is not a sizable company. Having "50" employees does not make it sizable, They had a "General Counsel" because of the "nature and scope" of the business they are in. Even if there was no lawsuit they agreed to an out of court settlement to "20" NASAA members totaling $1 million dollars.  

Did you read the previous posters post. He said prosper has a "NEW" General Counsel, so that means the first and original General Counsel either Quit, was forced out, or Fired. That says  to me that he wasn't doing his job properly.
« Last Edit: September 05, 2009, 07:32:28 AM by Beerbud1 » Logged

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Investar
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« Reply #107 on: September 05, 2009, 12:05:11 PM »


... prosper has a "NEW" General Counsel, so that means the first and original General Counsel either Quit, was forced out, or Fired. That says to me that he wasn't doing his job properly.

Or he got tired of it. Or, I wonder if Morrison & Foerster complained. To answer NewHorizon, I don't see Ed Giedgowd's departure materially affecting the class action since Morrison & Foerster is handling that. It may cause them extra work until Sachin Adarkar learns his way around the office. Otherwise, I would expect Mr. Adarkar's tasks are internal, pertain to day-to-day aspects of general compliance to the (now myriad) regulations Prosper is subject to.

50 employees you say? Have they hired? It was down to 35.
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Beerbud1
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« Reply #108 on: September 07, 2009, 07:21:40 AM »

Quote
Or he got tired of it.
=He Quit.
Quote
I wonder if Morrison & Foerster complained
=He was forced out or got fired.

I don't know actual number of employees. I knew it wasn't more than 50. A sizable company is 101 or more. Do you get my point know?
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go4reward
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« Reply #109 on: September 08, 2009, 10:12:05 AM »

I don't know actual number of employees. I knew it wasn't more than 50. A sizable company is 101 or more. Do you get my point know?

I am curious on where you get the number? Are they shrinking during of the "quite" period? Now they are fully partially, I expect they should hire more people now. Back to the original size once they are fully back?
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NewHorizon
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« Reply #110 on: September 09, 2009, 09:13:02 AM »

It's right there in Prosper's S-1/a:
Quote
As of March 31, 2009, we employed thirty-eight full-time employees.

What with fewer and fewer loans being serviced (the number of loans being paid off or defaulting outpacing loans being originated), I'm hard-pressed to see any reason to increase staff these days.

Meanwhile, I'm not understanding why the question of whether or not Prosper needs their own General Counsel came up in this thread.  First, they've had one all along (I was only mentioning earlier that one departed and another arrived).  Second, given all the regulations impacting Prosper's business, it strikes me as only natural that Prosper would have an in-house lawyer - whether they have 20 employees or 200. 


2-cents.   Wink
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go4reward
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« Reply #111 on: September 09, 2009, 01:46:23 PM »

it strikes me as only natural that Prosper would have an in-house lawyer - whether they have 20 employees or 200. 

Totally agree. It is necessary to have an in-house lawyer for an "established" company, such as Prosper.
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Beerbud1
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« Reply #112 on: September 11, 2009, 06:35:25 AM »

it strikes me as only natural that Prosper would have an in-house lawyer - whether they have 20 employees or 200. 

Totally agree. It is necessary to have an in-house lawyer for an "established" company, such as Prosper.
I'm amazed how you keep making statements that make you look clueless.
Do you really believe everything you say?   Shocked

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go4reward
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« Reply #113 on: September 11, 2009, 09:15:11 AM »

I'm amazed how you keep making statements that make you look clueless.
Do you really believe everything you say?   Shocked

Huh? What do you mean? I always believe what I said. Otherwise I DO NOT say it.
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Beerbud1
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« Reply #114 on: September 11, 2009, 09:47:57 AM »

I'm amazed how you keep making statements that make you look clueless.
Do you really believe everything you say?   Shocked

Huh? What do you mean? I always believe what I said. Otherwise I DO NOT say it.
Prosper is not an established Company, it is a start up. Never mind the mistakes. Also, all established companies do not have a general counsel. They (companies) have a general counsel for good reason. In Prosper's case they are dealing with "securities", A compliance Officer is needed (its usually a good idea to have an experienced securities law attorney).

Why do you think Prosper is an "established Company"? What's your definition of an established Company?
Amount of revenue?
Experience of Officers and Directors?
Years in Business?
Business license?
Recognized by SEC?
number of Customers?

Answer any question you feel comfortable with?
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Tel: (212) 686-1060
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Email: pkim@rosenlegal.com

sosocratic
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« Reply #115 on: September 13, 2009, 11:38:24 AM »

I really don't think it matters whether prosper is "sizable" or not or whether it is "established". They have a general counsel because they expect to have sufficient need for legal advice to hire one. The size of the company or how well established it is really has little to do with it (up to a point). Given how money attracts legal issues I don't think it is surprising at all that they have one (nor a poor relection on them.

I also think that a new general counsel only tells you that the only one left. Whether he left to pursue better opportunities (which might mean he was doing a great job) or because others thought someone else would do better (which might mean he did a lousy job) is not self evident from the fact of the change alone. To say that he either quit or was fired, assuming he didn't die, is a self evident statement that is ridiculous to argue as I can think of no other option.

Absolute statements using word like all, none, always, never, etc have a funny way of getting contradicted and so one should issue them only with great caution.   
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deskguy
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« Reply #116 on: September 13, 2009, 03:54:39 PM »

"Absolute statements using word like all, none, always, never, etc have a funny way of getting contradicted and so one should issue them only with great caution."   
--------------------------
 general rule of thumb: all generalizations are false, including that one.

 deskguy
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Investar
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« Reply #117 on: September 16, 2009, 09:12:41 AM »

Class Action Lawsuit
Lenders Loose Three Purses In 2nd Round Attempt


Courtroom action resumed on September 15, 2009. Among items on the docket was the renewed cry of "your honor, we're not really in this" by three members on Prosper's Board of Directors. Judge Richard Kramer agreed and told the disenfranchised lenders they will have to proceed without these three. The "Demurrer to 2nd Amended Complaint is sustained without leave to ammend." This was a swing and a miss for the lenders who hoped to ensnare the personal wallets of the three directors who, ostensibly, have rather deep pockets. The well at Prosper itself is nearly dry.

The actual lenders bringing the complaint apparently addressed the judge during the session since "case management statements" were filed by both. Little other concrete information about the session was immediately made public. Class Certification of the complaint was not announced. It is unclear if the pleading stage has concluded and we have sought clarity on matters going forward from Green Welling.

The lawsuit continues to seek class certification, asks damages against Prosper and its four major players individually:
 - Christian A. Larsen, Chief Executive Officer, President and Director
 - Edward A. Giedgowd, former Secretary, Chief Compliance Officer and General Counsel (departed at the close of August, 2009)
 - Kirk T. Inglis, Chief Financial Officer
 - Douglas Neal Fuller, Vice President of Operations
The suit continues to call for treble damages against Prosper and the award of attorney's fees, experts' fees and costs over and above the return of lender's capital with interest.

• Next court date: October 29, 2009 - Case management conference with (at least) more paper shuffling continues
• 1st Anniversary: November 26, 2008 - Initial pleading vs Prosper was filed by the disenfranchised lenders


definition PLEADING STAGE:  The first stage in any lawsuit. A plaintiff initiates the lawsuit by filing a pleading, usually called a "complaint." The defendant then responds with their pleading, usually called the "answer." Historically Pleadings have functioned to: 1) give notice of the nature of a claim; 2) set forth the facts; 3) narrow the issues; 4) dispose of sham claims and silly defenses. Unlike common law forms, today's pleadings cannot continue indefinitely but in California they retain the vestiges of denial, avoidance, and demurrer to narrow the issues on which the case will be tried.

definition CLASS CERTIFICATION:  The point in proceedings at which time it's not just two guys, the judge, and Prosper anymore. All Prosper lenders become collectively involved. In some cases an individual who wishes to be affected by a class action outcome must "opt-in" to be included. In the case of 'Lenders vs Prosper' it is more likely a lender who does not want to participate will need to "opt-out" since all parties are known. If and when the time comes, every Prosper lender registered prior to October 15, 2008 will be notified and have ample opportunity to review the terms of settlement and decide. A decision will be asked. If the lender takes no action it is likely he/she will be required to abide the terms, whatever they may be.

definition TREBEL DAMAGES:  Essentially an award for pain and suffering to those who have been harmed (the lenders).
« Last Edit: December 13, 2009, 09:07:53 AM by Investar » Logged

deskguy
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« Reply #118 on: September 16, 2009, 12:17:29 PM »

It is unclear whether the session is concluded, but "Class Certification" of the complaint was not announced. Otherwise, next date for (at least) more paper shuffling was set: October 29.
---------------------
 but worry not, the lawyers are making money.
 deskguy
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Beerbud1
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« Reply #119 on: September 18, 2009, 07:27:35 AM »

It is unclear whether the session is concluded, but "Class Certification" of the complaint was not announced. Otherwise, next date for (at least) more paper shuffling was set: October 29.
---------------------
 but worry not, the lawyers are making money.
 deskguy
deskguy, you have no idea what your talking about. Contingency cases get paid when the case is settled or won. Since that hasn't happened so far the attorney's haven't made a dime.
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To Join the class action against prosper contact:
The Rosen Law Firm, P.A.
350 Fifth Avenue, Suite 5508
New York, NY 10118
Tel: (212) 686-1060
Fax: (212) 202-3827
Email: pkim@rosenlegal.com

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