Employer Lawyers for Orlando, Florida
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Linda W.
o Experience includes meeting with clients, numerous court appearances and mediations concluded with successful settlements. Exceptional communication skills both oral and written. Available to travel…. Flexible schedule. A general practice with emphasis in contracts of any nature, landlord/tenant/ real estate, leases, deeds, mortgages, prenuptial and postnuptial agreements, wills and trusts, collections, business/corporate..... * In addition, Florida Real Estate License with extensive experience in this area as well. • o Skills: Legal Matters · Legal Practice · Interpersonal Skills · Employment Contracts · Time Management · Mediation · Legal Document Preparation · Commercial Contracts · Writing · Dispute Resolution · Attention to Detail · Real Estate · Contract Negotiation · Due Diligence · Breach of Contract · Analytical Skills
"Linda was patient, professional, and thorough throughout the entire process. She delivered a well-drafted limited purpose postnuptial agreement at a very reasonable flat fee and was always responsive when I had questions. Highly recommend."
D. Cassie B.
Cassie Bermudez Engel is a seasoned family law attorney with over a decade of litigation experience across Florida. She focuses her practice on divorce, custody and timesharing, alimony, child support, prenuptial and postnuptial agreements, and post-judgment enforcement and modification. Cassie has served as lead counsel in thousands of cases and has represented clients in matters ranging from amicable settlements to high-conflict litigation. Before founding her own practice, Cassie honed her skills at boutique family law firms, served in-house for major insurance carriers, and was a partner at a nationwide law firm. She brings a strategic, results-driven approach to every case, with a particular focus on protecting her clients’ financial interests and guiding them through some of life’s most challenging transitions. Cassie is known for her clear communication, compassionate advocacy, and unwavering commitment to achieving the best possible outcomes for her clients.
"Working with Cassie was great! Not only did she stay on budget and was very responsive, but she completed the job on time. Cassie took her time to answer all of my questions and was a pleasure to work with. Would recommend!"
Fred V.
Litigation attorney with a broad range of experience (19 years) in civil and commercial litigation.
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July 26, 2023
Tamla L.
Led by Tamla N. Lloyd, Esquire, our firm prioritizes a client-centered approach and aim to provide comprehensive, personalized services to help clients achieve their legal goals.
July 31, 2023
Joeie S.
Attorney Skelly is a midwestern transplant from Iowa. She has been in Florida for the past 11 years. She went to undergrad at Buena Vista University, which is a small liberal arts college in Storm Lake, Iowa. After graduating with her Bachelor's degree in criminal justice, she went on to obtain her Master's degree in criminal justice from Kaplan university, which is now Purdue Global. While attending school full time for her Master’s degree, Attorney Skelly worked full time in social services helping children and their families who were involved in the dependency system. Attorney Skelly has a professional background in child welfare and social services having worked for 18 years in the field. Attorney Skelly always had a lifelong dream of becoming a lawyer and decided to fulfill her goal in May of 2019 by starting law school at Western Michigan University Thomas M. Cooley Law School at their Riverview campus. She did their accelerated program and completed law school in just over two years and graduated magna cum laude with honors. Attorney Skelly also received certificate of merit awards, which means attaining the highest grade in the class in secured transactions, research and writing, and family violence practice. While in law school Attorney Skelly was a teaching assistant to two tenured professors as well as a note taker for those students who had accommodations. She was also awarded the Alumni Association’s Distinguished Student Award. In her legal career, Attorney Skelly started out at the State Attorney’s Office in Fort Myers, FL. She helped prosecute several cases and personally worked as second chair on 9 jury trials and one bench trial. Once Attorney Skelly passed the bar, she worked for a family law firm under a board certified marital and family law practitioner where she gained tremendous knowledge in the area of family law which includes divorce, paternity, child custody/parenting plans, alimony and child support as well as domestic relations issues such as domestic violence injunctions. Attorney Skelly is also certified as a Guardian ad Litem and can serve as a Guardian ad Litem in family court cases. Attorney Skelly is a proud member of the Florida Bar, the Lee County Bar Association, and the American Bar Association.
Sara E.
Family Law Attorney
August 1, 2023
Timothy J.
Financial Services, Business, Corporate, Personal Injury, and Healthcare. I've represented fortune 100 companies and defended individuals in personal debt litigation. Wide breadth of experience, ready to assist.
August 1, 2023
Mervin F.
Greetings, I am a Miami based attorney, running a solo practice, looking to expand my reach and help some people out.
Loi L.
Loi Laing is a seasoned contract lawyer with a meticulous eye for detail and a passion for delivering excellence. Currently a legal consultant for KPMG, most recently she has also worked in San Francisco for Silicon Valley startups. Holding a Juris Doctorate from Florida State University College of Law, Loi has also studied law at Oxford University and the University of the West Indies. Throughout her career, Loi has a proven track record in meticulously reviewing and drafting contracts across various legal domains. She possesses a robust legal foundation that spans commercial business, tech, entertainment, and real estate law.
August 18, 2023
Michael D.
Primary areas of expertise are in providing solutions to folks in financial distress. Best suited for those tasks where out-of-the-box performance is expected and needed.
Kim G.
Attorney and mediator with extensive experience in negotiating, drafting, and managing contracts in the private, public, and nonprofit sectors.
September 6, 2023
Kahlee S.
I opened Hestia Legal when I was 6 months pregnant with the focus on educating and assisting families in my community. While the majority of my practice revolves around Estate Planning, I have a history of experience with contract and general business agreement drafting, discovery drafting, and general litigation document drafting.
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Browse Lawyers NowEmployer Legal Questions and Answers
Employer
Noncompete Agreement
Florida
How to draft a noncompete agreement?
I am a business owner who is looking to hire a new employee and I want to ensure that my business does not suffer from any competition that the employee might bring in the future. I need to know how to draft a noncompete agreement so that I can protect my business from any potential risks.
Daniel D.
Some things that would be relevant to know are: what industry are you in? What specific competition are you worried about? Are you going to include non-disclosure provisions, no-solicitation provisions or non-circumvention provisions? What risks are you specifically worried about?
Employer
General Partnership
California
Can partners hire employees in a general partnership?
I am a small business owner considering setting up a general partnership with another business owner. We are both looking to maximize our resources and capabilities by hiring employees, but I am unsure of the legal implications. Can partners in a general partnership hire employees, and what are the legal requirements for doing so?
Michael S.
Partners in a general partnership have apparent authority to take any action on behalf of the partnership, including hiring employees. This is true even if the partners have agreed between themselves that one a partner does not have the authority to hire employees. A partnership that limits the authority of one partner would give rise to a claim by one partner against the other, but third parties can rely on the apparent authority of a partner to make hiring decisions.
Employer
Employee Confidentiality Agreement
Texas
Can an employer enforce a confidentiality agreement after termination of employment?
I recently left my previous job and signed a confidentiality agreement during my employment. The agreement stated that I cannot disclose any confidential information about the company or its clients. Now, I am considering starting my own business in a similar industry and I'm wondering if my former employer can still enforce the confidentiality agreement against me, even though I am no longer employed by them. I want to make sure I am not violating any legal obligations before moving forward with my business plans.
Darryl S.
Almost certainly the NDA applies after your employment. You should take care not to use highly confidential information, such as customer names and contract info in your new company. The simple answer is YES - it is enforceable after termination of employment
Employer
Contract for Employment
California
Can I terminate an employee without cause?
I recently hired an employee for my small business, but they have not been performing up to the expected standards and I am considering terminating their employment. However, I did not include a termination clause in their employment contract and I am unsure if I can terminate them without cause. I want to understand my rights as an employer and the potential legal implications of terminating an employee without cause.
Randy M.
You can legally let this employee go without cause. California follows at-will employment, which means you’re allowed to end the working relationship at any time, for any lawful reason, or even no specific reason at all. Since the contract doesn’t include a termination clause, that doesn’t limit your right to do so. The default at-will rule still stands. In fact, not having a termination clause actually works in your favor here. Under California Labor Code Section 2922, if there’s no set duration for the job, either party can walk away at will. You don’t need special contract language to make that valid. That said, there are important legal limits you’ve got to keep in mind. You can’t fire someone because of their race, gender, age, religion, disability, sexual orientation, or any other protected category under California’s Fair Employment and Housing Act. You also can’t let someone go for filing complaints about things like discrimination, unsafe working conditions, or workers’ comp claims. Watch for any implied contract situations too. If you’ve made comments about job security, followed specific disciplinary steps from an employee handbook, or created the sense of guaranteed long-term employment, a court might view that as an unwritten agreement. That could limit your ability to terminate at will. The employee could argue they reasonably believed they’d only be fired for cause based on your past words or actions. To protect yourself, document performance issues clearly. Include dates, examples, and any prior feedback you’ve given. If you’ve got a disciplinary policy in your handbook, stick to it. And make sure your decision has nothing to do with any protected traits or recent complaints the employee may have made. Here’s one legal requirement you absolutely can’t skip: You must provide the final paycheck on the same day you terminate employment (see California Labor Code Section 201). That includes any unused vacation time, which counts as earned wages. If you’re late on that payment, you could be on the hook for waiting time penalties (up to 30 days of the employee’s daily wages). That adds up fast. Even though wrongful termination claims are always possible, solid documentation and following correct steps make them much easier to defend against. If you’ve kept records and stayed compliant, the employee would have to prove your reasons were just a cover for discrimination or retaliation, which is tough with a clear paper trail. Helpful links for reference: California Labor Code Section 2922 (At-Will Employment): https://codes.findlaw.com/ca/labor-code/lab-sect-2922/ California Labor Code Sections 201 and 203 (Final Paycheck Rules): https://codes.findlaw.com/ca/labor-code/lab-sect-201/ https://codes.findlaw.com/ca/labor-code/lab-sect-203/ California Civil Rights Department (Discrimination Info): https://calcivilrights.ca.gov/ Department of Industrial Relations (Wage and Hour Info): https://www.dir.ca.gov/dlse/faqslist.html
Employer
Noncompete Agreement
Connecticut
Can a noncompete agreement be waived?
I am a small business owner in the retail industry and I am looking to hire a new employee. The employee has a noncompete agreement with their previous employer that I am concerned about. I want to know if it's possible for the agreement to be waived so that I can be sure I'm making the right decision in hiring this employee.
Thomas L.
Yes, the parties to contracts can always agree to amendments and waivers. However, the former employer may have no interest in waiving the contract in this particular situation.
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Employer lawyers by top cities
- Austin Employer Lawyers
- Boston Employer Lawyers
- Chicago Employer Lawyers
- Dallas Employer Lawyers
- Denver Employer Lawyers
- Houston Employer Lawyers
- Los Angeles Employer Lawyers
- New York Employer Lawyers
- Phoenix Employer Lawyers
- San Diego Employer Lawyers
- Tampa Employer Lawyers
Employer lawyers by nearby cities
- Cape Coral Employer Lawyers
- Clearwater Employer Lawyers
- Coral Springs Employer Lawyers
- Davie Employer Lawyers
- Fort Myers Employer Lawyers
- Gainesville Employer Lawyers
- Hialeah Employer Lawyers
- Lakeland Employer Lawyers
- Tallahassee Employer Lawyers
- Tampa Employer Lawyers
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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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