Recent Employment Contract Expert Legal Chats

Dolan W.

Answered on Mar 10, 2025

Hello! My name is Dolan and thank you so much for contacting me! I just had a few quick questions for you: So one thing that jumps out me is the idea of being a w-2 contractor. Usually, you are going to be a w-2 EMPLOYEE or an independent CONTRACTOR. Did they clarify which one you were to be?

Dolan W.

Answered on Dec 27, 2024

Hello ****!
My name is Dolan and thank you so much for contacting me!
I just had a few quick questions for you:
Is there something specific in the agreement that concerns you?

Dolan W.

Answered on Dec 4, 2024

Hello ****, and thank you for reaching out with your question. My name is Dolan, and I’d be happy to help with this. I carefully review each question and provide responses based on my years of hands-on experience as a lawyer. From what you’ve described, there are definitely potential concerns here. Wrongful termination cases often come down to timing, documentation, and legal protections. Let’s break this down: 1. Medical Leave Protections: If your employer has 50 or more employees, you may have been covered under the Family and Medical Leave Act (FMLA), which provides up to 12 weeks of job-protected leave for medical reasons. 2. Performance Issues: If they’re claiming performance as the reason for termination, they would typically need to document problems (performance reviews, warnings). Sudden claims of performance issues without prior notice can be a red flag. Could you share more details about your medical leave and whether your company meets the size requiremen...

Dolan W.

Answered on Nov 22, 2024

Hello, and thank you for your question! My name is Dolan, and I’d be happy to help with this. I carefully review each question and provide responses based on my years of hands-on experience as a lawyer. Whether your employer can terminate your contract early depends on several factors: 1. Termination Clause: Employment contracts often include specific terms about how and why the contract can be terminated early. Common reasons might include performance issues, misconduct, or business restructuring.
2. Breach of Contract: If your employer terminates the contract without a valid reason outlined in the agreement, it could be considered a breach of contract, which may entitle you to compensation.
3. At-Will Employment: In some states, employment is considered “at-will,” which allows employers to terminate workers at any time, unless the contract explicitly limits this.Can you share what your contract says about early termination? Are there any clauses about not...

Dolan W.

Answered on Nov 21, 2024

Hello, and thank you for reaching out! My name is Dolan, and I’d be happy to help with this. I carefully review each question and provide responses based on my years of hands-on experience as a lawyer.
Breaking an employment contract can have different consequences depending on the terms of the agreement and the laws in your state. Common outcomes include: 1. Financial Penalties: Some contracts include clauses requiring you to pay a penalty or reimburse the employer for training costs or relocation expenses if you leave early.
2. Non-Compete and Non-Solicitation: If your contract has these clauses, breaking the contract could trigger restrictions on where you can work or who you can contact in your industry.
3. Lawsuits: While rare, some employers may sue for breach of contract, especially if your departure causes significant harm to the business.
4. Reputational Impact: Employers could withhold a positive reference or share details about the br...

Dolan W.

Answered on Nov 19, 2024

Hello ******! Thank you for coming to contractscounsel.com! My name is Dolan and I am happy to help! In an employment contract, several terms beyond salary are often negotiable. Since you’re reasonably satisfied with the salary, consider negotiating stock options, bonuses, benefits, flexible work arrangements, and terms around professional development. Stock options are a SIGNIFICANT component of tech startup compensation packages, so it’s worth understanding the vesting schedule, acceleration clauses (e.g., how options vest if the company is acquired), and any buyback provisions if you leave. You may ask for a larger grant of options or a more favorable vesting schedule if you plan to be with the company long-term.