Practice Area
Labor & Employment Law
We represent both employers and employees, folded into our broader business-law practice rather than run as an isolated specialty. Workplace disputes touch personal dignity, not just legal risk, and the best defense against an employment claim is almost always a proactively built policy, not a reactive response after a claim is already filed.
Employment Agreements & Restrictive Covenants
We draft offer letters, employment agreements, and non-compete and non-solicitation terms built to actually be enforceable in the states where a business operates — not copied from a template written for a different jurisdiction's law. Enforceability standards for restrictive covenants have been shifting fast at both the state and federal level, and we keep client agreements current against that moving target rather than letting them go stale.
Wage & Hour Compliance
We review pay practices and exempt-versus-non-exempt classifications against federal and state wage and hour rules, since a wrong classification made early tends to compound across an entire workforce and is one of the more common — and most expensive — mistakes a growing employer can make.
Workplace Policies & Handbooks
We build employee handbooks and workplace policies that reflect current law and the way a business actually operates day to day, rather than a generic policy set that doesn't match reality on the ground — a mismatch that tends to surface at exactly the wrong moment, in the middle of a claim.
Worker Classification (Contractor vs. Employee)
We help get contractor-versus-employee classification right before it becomes a costly misclassification claim — a risk that's only grown as more businesses lean on gig-economy-style arrangements, with regulatory guidance on the line between the two continuing to shift underneath them.
Separation & Severance Agreements
We structure separation agreements and severance terms to limit a business's exposure when an employment relationship ends, and we represent clients in the disputes that follow when a separation doesn't go smoothly — including EEOC proceedings, state labor department matters, and litigation or arbitration when a negotiated resolution isn't available.