Employees are your biggest investment — and employment disputes are among the most expensive a small business can face.
Our employment attorneys draft the agreements, policies, and handbooks that set clear expectations on day one and protect your business on the last day, whenever it comes.
Clear terms for pay, duties, and expectations — without accidentally promising more than you intend.
Proper 1099 relationships that hold up when the IRS or state looks closely.
Restrictive covenants written to be enforceable under your state's current rules.
Keep trade secrets, client lists, and work product with the company where they belong.
Incentive structures with no ambiguity about who earned what, and when.
Clean exits with valid releases — so a departure doesn't become a lawsuit.
The policies that protect you in a dispute — PTO, discipline, remote work, and more.
Employment documents written for your roles, your state, and your risks.
W-2 or 1099? Get it right before the IRS or your state asks.
Employment law changes constantly — keep your documents enforceable.
Equity, retention, and protection terms for the hires that matter most.
Handle difficult exits the right way — documented, lawful, and final.
When a former employee takes clients or secrets, act fast and effectively.
Remote team? Agreements and policies that work in every state you hire in.
Employment law is the fastest-changing area of business law — non-compete rules, classification tests, and required policies differ by state and change by the year. Yesterday's template is today's liability.
May include clauses that are now illegal in your state
No help deciding W-2 vs. 1099 — the most expensive mistake
One-size-fits-all terms that don't match the actual role
Unenforceable non-competes that give you false confidence
Current with your state's employment law — this year's version
Classification guidance that prevents penalties, not just paperwork
Terms matched to each role — sales, technical, executive
Flat-fee packages for single documents or the full hiring stack
Licensed employment attorneys across all 50 states.
Documents built to protect the business you're growing.
One agreement or your entire hiring stack — flat fees available.
Decades of combined experience in employment and labor law.
Discuss sensitive personnel matters privately.
Yes — at-will status covers *ending* the relationship, not everything during it. Without written terms, you have no enforceable confidentiality, no IP assignment, no clarity on commissions, and a "he said, she said" problem in every dispute. A written agreement also preserves at-will status properly, instead of accidentally undermining it with loose offer-letter language.
If the IRS or your state decides they were really an employee, you can owe back payroll taxes, unpaid overtime, benefits, and penalties — often for multiple years and multiple workers at once, since agencies rarely stop at one. The tests vary by state and are stricter than most owners assume. A classification review before you hire costs a fraction of an audit after.
It depends heavily on your state — some ban them outright, others enforce them only within strict limits, and the rules have shifted a lot in recent years. Often the smarter tools are non-solicitation and confidentiality agreements, which are more widely enforceable. An attorney will tell you what actually works where you operate, instead of a clause that just looks intimidating.
Once you have more than a couple of employees, yes. A handbook is often your first line of defense in a dispute — it proves employees knew the rules, applies policies consistently, and contains language many states effectively require. It also answers the everyday questions that otherwise land on your desk.
Most documents are flat-fee — you'll know the price before any work starts, whether it's a single contractor agreement or a full hiring package (offer letter, agreement, NDA, handbook). The consultation is free, and payment plans are available. One prevented dispute typically pays for the entire stack many times over.
If there's anything complicated — a complaint on file, a medical leave, a protected characteristic, a commission dispute — yes, before, not after. A short consultation gets the documentation and severance handled correctly, which is dramatically cheaper than defending a wrongful termination claim. Straightforward exits often need nothing more than a quick sanity check.
Business Law Attorneys
Our attorneys focus on the legal issues small businesses actually face—formation, contracts, employment, and disputes—and bring years of hands-on experience to every case.
Solutions Built Around Your Business
No two businesses are alike. We take the time to understand your operations, industry, and goals before building a legal strategy that fits.
Support That Keeps Your Pace
Business doesn't stop at 5 PM, and neither do we. Our team is available round the clock so urgent contracts, disputes, and deadlines never wait.
Pricing That Makes Sense for Small Business
Transparent pricing with payment plans available, so you get real legal protection without the overhead of keeping a firm on retainer.
Full-Service Representation
From drafting and negotiation to compliance and courtroom representation, our attorneys handle your matter end to end—you're never handed off.
100% Free Consultation
Your first consultation costs nothing. Tell us about your business and your legal concern, and we'll lay out your options—confidentially, with no hidden charges.
Trusted by Numerous Clients
Served legal help to businesses and entrepreneurs all over the US.
We had six 'contractors' who, it turns out, were employees under our state's test. My attorney restructured two into proper 1099 relationships and converted the rest to W-2 before anyone came asking. A friend in the same industry got audited six months later and paid five figures. We paid a flat fee.
My best salesperson left for a competitor and started calling our accounts the next week. Because my attorney had drafted an enforceable non-solicitation agreement — not the generic non-compete I'd been using before — one letter stopped it cold. Every client stayed.
An employee claimed she was never told about our attendance policy after being let go. The handbook my attorney drafted — with her signed acknowledgment — ended the claim almost immediately. Before that handbook, it would have been my word against hers.
Letting go of a longtime manager was the hardest thing I've done as an owner. My attorney prepared the severance agreement and release, walked me through the conversation, and made sure everything was documented. It stayed respectful, final, and out of court.
