The Firm’s Employment Law practice focuses on counseling and representing executives and professionals regarding their employment and other professional relationships, and the termination of those relationships, including with respect to the negotiation and structuring of:
  • Employment Agreements
  • Severance (Termination) Agreements
  • Offer Letters
  • Consulting Agreements
  • Executive Compensation
  • Related Equity or Partnership Arrangements
Beyond these types of agreements, contracts and documents, and serving as a significant part of the Firm’s Employment Law practice, the Firm also counsels executives in transition, and further counsels clients regarding a range of other matters, including:

  • Employment Discrimination
  • Harassment
  • Retaliation
  • Wrongful Termination
  • Whistleblowing
  • Breach of Contract
  • Layoffs and Reductions In Force
  • Performance Improvement Plans
  • Employment Negotiations
  • Employment-related Disputes
  • Independent Contractor Agreements
  • Non-Competition and Covenants Not to Compete
    (sometimes referred to as "Non-Competes")
  • Non-Solicitation Agreements
  • Confidentiality Agreements and Non-Disclosure Agreements (sometimes referred to as "NDA's")
  • Restrictive Covenants and Unfair Competition
  • Retention Agreements and Stay-Pay Agreements
  • Change-of-Control Agreements
  • Trade Secrets
It has been the Firm's experience that it is generally preferable for the Firm to meet with a client before a significant employment-related event occurs, so as to afford an opportunity to analyze the situation and the respective leverages of the parties, and begin to develop a strategy in advance.  This applies both to the negotiation of anticipated Offer Letters, Employment Agreements and Consulting Agreements, as well as to adverse employment actions, such as being placed on a Performance Improvement Plan or a termination of employment.  The Firm has found that one of the potential benefits to a client of "not delaying" consultation with counsel, but rather taking ownership of the matter up front with counsel by the client's side, is that it may help to reduce initial anxieties that often occur when facing these situations.