Business Contracts Lawyers for Cape Coral, Florida
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Rebecca R.
Experienced attorneyin leasing, NDA, family law, commercial real estate, immigration and employment . Well versed in internal and external policy document and manual creation.
"Quickly understood our requirements and created a customized doc to meet our needs with a fast turnaround... We'd definitely work with Rebecca again!"
Gill D.
Erik has been a practicing attorney in Florida for over a decade. He specializes in employment and real estate contracts. He has represented clients big and small and can assist with any contract issue.
"Gill was incredibly responsive and professional throughout the entire process. He provided clear, practical legal guidance and handled a difficult, uncooperative counterparty with great patience. Highly recommend his services."
Adalbert M.
Dynamic Attorney helping people and small business owners protect their assets. Managing Partner at Apfelbaum Martinez Law, in Port Saint Lucie, Florida. Offering a wide range of legal services including: Business Law, Commercial Transactions, Estate Planning, Living Trusts and Wills, POA and Advanced Directives, Business Formation, Contract drafting, Business Counsel, Prenuptials and Postnuptials, and more. **Licensed in Florida and fluent in English and Spanish.
"Super professional, punctual and with great personality! I am happy with our work!"
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Lauren W.
Accident and injury attorney. Prior to going to law school I was a paralegal for 12+ years primarily in personal injury. I also worked for a local school district as the Risk Manager and a Buyer in Procurement where I facilitated solicitations and managed all the contracts for the district.
"Lauren reviewed my prenup promptly, gave good feedback, and was pleasant to work with."
Brian R.
Brian M. Rokaw has negotiated, drafted, and reviewed a multitude of contracts, resolutions, and agreements for a wide array of business owners. Brian has represented clients who are starting a business, selling a business, buying a business, creating a partnership, establishing a corporate entity, as well as those that are dissolving a business throughout the State of Florida. Brian M. Rokaw is knowledgeable and experienced in all real estate related matters, both residential and commercial including closings, financing, and litigation. Brian has drafted hundreds of deeds, affidavits, bills of sale, and settlement statements. Brian has represented clients in all areas of the real estate industry, including buyers, sellers, developers, management companies, brokers, and investors throughout the State of Florida. Brian M. Rokaw has successfully defended against actions and negotiated settlement agreements involving all types of consumer debt. Brian has represented homeowners and commercial property owners that are facing foreclosure, being pursued by judgment creditors, consumers burdened by secured and unsecured financial obligations, as well as collection accounts throughout the State of Florida.
David A.
Graduated UF Law 1977. 40 years experience in Family Law/Divorce and Prenuptial Agreements. Rated "AV Preeminent" By Martindale Hubble, the oldest lawyer rating firm in the USA. Top 5% of attorneys in Florida as reviewed by Judges and other Lawyers (not client reviews). Personal prompt service and easy to contact--available 24/7. Good negotiator and very personable. My clients are my priority.
"David was very helpful, patient, and responsive on this project. He cares about his clients and works to build a relationship and address your needs. I would absolutely recommend David."
March 23, 2022
Joann H.
I practiced law for the past 22 years in Immigration, Bankruptcy, Foreclosure, Civil Litigation, and Estate Planning. I am interested in downsizing to a more workable schedule to allow the pursuit of other interests.
Josh L.
Josh is a founding partner and the director of Art and Business Law for Twig, Trade, & Tribunal PLLC a local Fort Lauderdale law firm. His practice focuses on Art and Business law including art transactions, legal strategy, art leasing, due diligence, contract drafting, contract negotiations as well as other facets of Art Law including consulting for all market participants. He also advises clients regarding issues for Non-Fungible Tokens (NFTs) again focusing on contract drafting, strategic guidance, and other factors as it relates to art produced as NFTs having given numerous presentations on the subject.
June 13, 2022
Jason Q.
I am a Florida estate planning and probate attorney helping clients achieve their goals through personalized legal strategies. Excellent communication, thorough preparation, and accurate execution are the keys to success.
September 8, 2022
Tiffanie W.
Tiffanie Wilson is a business transactions and personal injury lawyer. She helps clients realize their business goals by expertly drafting contracts, providing sound legal advice, and working for justice for injured clients.
Max L.
Hi there. My practice focuses on several aspects of business law, including business entity formation and organizational documents, trademark and copyright, tax disputes, and contracts. I work with quite a few creative entrepreneurs, such as photographers, artists, and musicians.
February 11, 2023
Moxie M.
Lindsey has always been deeply invested in the power of knowledge; she was born and raised in Columbus, Ohio before making her way to Miami University for a dual Bachelor's degree. Afterward, Lindsey completed a Juris Doctor at Stetson University with an International Law concentration before earning a Health & Hospital law Certificate from Seton Hall School of Law. After graduating law school, Lindsey began her career as an associate at a Florida-based insurance litigation firm. She eventually transitioned to become a multi-year Rising Star in Employment Law by Super Lawyers as a labor and employment lawyer with Scott Wagner and Associates, supporting clients in Florida, California & Ohio with employment law matters. Her expertise covers counseling on workplace policies/handbooks; investigations into EEO discrimination/retaliation claims; wage disputes & wrongful terminations - equipping employees across multiple states for success in the ever-changing modern workforce landscape. Leveraging extensive knowledge of state/federal regulations gained from handling dozens of cases over many years, Lindsey has established herself as a leader in the field. Lindsey is a seasoned litigator, well-versed in the complexities of employer and employee disputes. She has represented clients on both sides during numerous mediations and provides an informed perspective when advocating for her clients' interests. She sharpened her dispute resolution skills by completing Harvard Law School's Negotiation Mediation course as part of their Executive Education Program as well as a Florida Circuit Civil Certified Mediator - making her qualified to mediate Circuit Civil cases in Florida as well as California and Ohio. Her breadth of knowledge provides valuable insight into the complexities each side faces while navigating their way through conflict mediation situations. With her varied expertise in the world of entertainment industry employment law, Lindsey has become a go-to source for Hollywood professionals, studios, and companies looking to make sure their legal considerations and entertainment contract law knowledge is up to date. From contract negotiations and employment advice to her outstanding knowledge of current regulations, she provides clients with everything they need for success both now and into the future. Lindsey dedicates her time and expertise to advancing the legal community. She proudly serves on the Executive Council for Florida Bar Association Labor and Employment Section, as well as with American Bar's Membership Outreach Committee in a leadership role. Lindsey is also an respected LA Magazine Editorial Board Member while Co-Chairing both LACBA CLE Event Dinner Committees - focusing on labor and employment law developments. Lindsey is passionate about providing accessible legal services to those in need. She serves on the Pro Bono Mediation Panel for the U.S Central District Court of California, volunteers as a mediator with California Lawyers for Arts and acts as Settlement Officer with Los Angeles Superior Court's ResolveLA program - all while donating her time towards resolving disputes through pro bono mediation at Equal Employment Opportunities Commission (EEOC). Lindsey is a globetrotter, an outdoor enthusiast, and dedicated sports fan all rolled into one. While splitting time between California, Florida and Ohio she has the best of three world - from hiking trails to family gatherings there's always something interesting on her horizon! Plus with photography as a hobby Lindsey enjoys capturing life’s precious moments so they can be treasured for years to come.
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Business Contracts
Employee Contract
Florida
Are non-compete clauses enforceable in employment agreements for key employees?
I am a small business owner and I am in the process of drafting employment agreements for key employees in my company. I have heard about non-compete clauses being included in employment contracts to protect the company's interests, but I am unsure about their enforceability. I would like to know if non-compete clauses are legally binding and enforceable in employment agreements for key employees, and if so, what factors should I consider when drafting such clauses to ensure their enforceability?
Randy M.
As of September 2025, non-compete agreements are governed almost entirely by state law. The Federal Trade Commission’s 2024 rule banning most non-competes was vacated by a federal court, and the FTC dismissed its appeals in September 2025. That rule has no legal effect today. Employers must analyze enforceability under the laws of the state where the employee works. General Standards Courts in states that allow non-competes usually apply a four-part framework. First, the restriction must protect a legitimate business interest such as trade secrets, confidential information, customer goodwill, or recouping significant training investments. Second, the agreement must be reasonable in scope. Duration is typically upheld if it’s between six months and one year, with two years sometimes permitted for employees with access to highly sensitive information. Third, the geographic reach must reflect the employee’s actual influence. A regional sales manager might reasonably be restricted within their sales territory, but a nationwide restriction is rarely upheld unless the business operates nationally. Fourth, there must be adequate consideration. A job offer is usually sufficient for a new hire. For existing employees, most states require something more, such as a raise, bonus, equity grant, or promotion. State Variations Enforceability depends heavily on jurisdiction. California, Minnesota, Oklahoma, and North Dakota prohibit most employment-related non-competes. The District of Columbia bans non-competes for covered employees but allows them for “highly compensated” employees if salary thresholds and notice requirements are satisfied. Illinois prohibits non-competes for employees earning less than $75,000 and non-solicits for those earning less than $45,000, with both thresholds scheduled to increase every five years. Washington prohibits non-competes for employees earning below an indexed threshold, which for 2025 is $123,394.17 for employees and $308,485.43 for independent contractors. Colorado allows non-competes only for highly compensated workers tied to trade secret protection and imposes civil penalties for violations. Massachusetts requires employers to provide either garden-leave pay or other mutually agreed consideration, as well as advance notice and specific contractual language. Florida and Texas remain relatively favorable to employers. Florida’s CHOICE Act, effective July 2025, creates a presumption of enforceability for employees earning more than twice the mean annual wage in the county of employment, which currently falls between $80,000 and $100,000 depending on location. Texas continues to enforce non-competes that are “ancillary to” an otherwise enforceable agreement and reasonable in time, area, and scope. 2025 Legislative Changes Several states enacted new restrictions this year for healthcare professionals. Louisiana’s Act 273 limits physician non-competes to three years for primary care physicians and five years for others, with geographic restrictions tied to the parish of practice and two contiguous parishes. Maryland’s House Bill 1388 prohibits non-competes for healthcare providers earning $350,000 or less and limits non-competes for higher earners to one year and 10 miles. Pennsylvania’s Fair Contracting for Health Care Practitioners Act, effective January 2025, voids most non-competes longer than one year for covered practitioners but allows them in connection with the sale of a practice. Drafting Considerations To increase the chances of enforceability, tailor the agreement to the employee’s actual role and responsibilities. Define restricted activities with precision. For example, prohibit solicitation of clients the employee serviced in the past year rather than a blanket ban on working in the industry. Limit the geographic scope to the area where the company does business or where the employee had influence. Use a duration tied to the legitimate interest you’re protecting. Document the consideration provided if the agreement is signed mid-employment. Include a severability or reformation clause, but don’t assume a court will automatically rewrite an overbroad provision. Comply with procedural rules: Massachusetts requires ten business days’ notice before the start date, Washington requires disclosure before an offer is accepted, and other states have mandatory notices. For multi-state workforces, use jurisdiction-specific riders rather than one universal agreement. Alternatives and Complements Because non-competes are increasingly limited, employers should use complementary protections. Confidentiality and trade secret agreements are enforceable nationwide. Non-solicitation provisions are often easier to enforce, though some states impose income thresholds for these as well. Garden-leave provisions, where the employee is paid during the restricted period, can strengthen enforceability and may be required in certain jurisdictions. Training-repayment agreements are another tool but must be drafted carefully to avoid appearing punitive. The Final Analysis If you’re weighing whether a non-compete or a related restriction is right for your business, it’s smart to have an attorney review the agreement before relying on it. State laws differ widely, and even well-intentioned clauses can be struck down if they’re not drafted carefully. On Contracts Counsel, you can connect with an experienced employment lawyer who can draft or refine an agreement that protects your interests while complying with current legal standards.
Business Contracts
Graphic Design Agreement
Florida
Is it necessary to have a written Graphic Design Agreement for freelance projects?
I am a freelance graphic designer who often takes on various projects for clients. While I have typically relied on verbal agreements or informal emails to outline the project scope, deliverables, and payment terms, I recently had a negative experience where a client disputed our agreed-upon terms. This incident made me wonder if it is essential to have a written Graphic Design Agreement in place to protect both parties' rights and ensure clear communication and expectations from the beginning of a project.
Ralph S.
It is highly recommended, but it is not necessary (ie required by law) to have a written agreement in most circumstances. But, as in with any handshake agreement- it will hard to figure out if there's a misunderstanding or something goes wrong. You end up in court, having people give testimony about what was and what wasn't the deal, and you're asking the judge/jury to go through your emails to try to get an understanding. Not to mention, an agreement can force things like mediation and arbitration to makes things easy. Also, without a writing you can both be wrong about your understanding of what the deal was, nobody being at blame. Litigating is never simple or easy or fast. Unless it's in small claims. Making it easy on yourself or your future lawyer can help you avoid a lot of future headache.
Business Contracts
Professional Services Agreement
Florida
What are the key provisions that should be included in a Professional Services Agreement?
I am a freelance graphic designer and have recently been approached by a potential client to provide my services for a project. While I have worked on similar projects before, I have never used a Professional Services Agreement and would like to ensure that I have a legally binding agreement in place to protect both parties' interests. I want to understand the essential provisions that should be included in such an agreement to cover aspects like scope of work, payment terms, intellectual property rights, confidentiality, and liability.
Ralph S.
This is a loaded question and you should really consider hiring an attorney from this website to draft or review a contract for you. We really don’t have a complete checklist of all the things you might want to include, and it depends on the particularity of your situation.. frequently a template might be missing something or it’s a vague or it’s broad and it creates a problems. However, detailed do you choose your contract to be is after the parties.. but it’s always about who is doing what to whom and how how they are getting paid and how is liability resolved
Business Contracts
Loan Agreement
Florida
Can a lender increase the interest rate on a loan after the loan agreement has been signed?
I recently signed a loan agreement with a lender for a personal loan. The agreement clearly states the interest rate that I will be charged for the duration of the loan. However, I have recently received a notification from the lender stating that they are increasing the interest rate due to changes in the market. I am confused and concerned about whether this is legal, as I believe the terms of the loan agreement should be binding. I would like to know if the lender has the right to increase the interest rate after the loan agreement has been signed.
Diane D.
It depends on your policy. Interest rates for personal loans are either fixed or variable. The fixed rate remains constant throughout the loan. However, variable rates may be increased or decreased, based on market changes.
Business Contracts
Production Services Agreement
Florida
Can a production company terminate a Production Services Agreement if the client fails to make timely payments?
I recently entered into a Production Services Agreement with a production company to produce a film. The agreement states that the client (me) is responsible for making timely payments for the services provided. However, due to unforeseen financial difficulties, I am unable to make the payments as agreed upon. I am concerned that the production company may terminate the agreement and I want to understand if they have the right to do so under these circumstances.
Christopher N.
The short answer is: likley yes. The contract controls the relationship. I suspect the contract provides provisions that cover precisely this issue. Given your circumstances, a non legal solution is to talk to the other party and explain the concerns, and see if they are willing to negotiate another agreement so they get the payment and you get the services -- if on another schedule. I also recommend you consult with an attorney that specialized in contracs in your industry before things go south. Good luck.
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I got 5 bids within 24h of posting my project. I choose the person who provided the most detailed and relevant intro letter, highlighting their experience relevant to my project. I am very satisfied with the outcome and quality of the two agreements that were produced, they actually far exceed my expectations.
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