Employer Lawyers for Boston, Massachusetts
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Leonid G.
I have been practicing law since 2018. I used to be a litigator at a nationwide practice before going in-house at a fintech company. I have experience drafting NDAs, SaaS contracts, service agreements, and stock purchase agreements.
"Leonid was amazing. He understood the company ethos, our mission, and how to best update our contracts to serve both. He communicated with me on his progress and stayed within the budget I relayed to him. Will hire again for the next project."
John M.
John Mercer is a distinguished corporate counsel who is well-known for turning legal challenges into strategic assets. He possesses a deep understanding and expertise in intellectual property (IP), compliance, and corporate law, particularly in the pharmaceutical and biotechnology sectors. His proficiency lies in transforming legal complexities into strategic advantages, ensuring operational excellence, and driving innovation forward. John excels at safeguarding an organization's legal interests and integrity, ensuring operations adhere to the law. As a strategic leader, John excels at safeguarding an organization’s legal interests and integrity, ensuring operations adhere to the law. He also brings immense value to his profession through his skills in drafting, negotiating, and managing significant agreements that secure organizational interests with widespread industry impact. His unparalleled expertise in legal advisories significantly enhances compliance and develops risk management frameworks that protect and advance company ambitions. Moreover, John's command over patent and trademark portfolios, alongside his ability to drive innovation initiatives and design incentive schemes, substantially bolsters intellectual property prowess. John's areas of expertise are extensive, covering skills vital to corporate law, legal contract negotiations, material transfer agreements, and more. He is particularly adept in regulatory compliance, legal consulting, clinical trials, biotechnology, patents, and patent portfolio analysis, to name a few. His leadership is complemented by active listening, analytical thinking, problem-solving abilities, and other soft skills that make him a leader and visionary.
"Thank you John, I appreciate your very personal effort with quality and practicality in mind."
Bruce H.
Experienced patent attorney supporting a variety of technologies.
Stephen R.
Steve Reich is licensed to practice in both New York and Massachusetts and is based in Boston. He assists with environmental litigation and other complex litigation and heads the firm's intellectual property practice, including copyright and trademark registration and protection. Other practice areas include commercial contract drafting and civil litigation.
"Fast, professional, and articulate—I would work with Stephen again."
December 12, 2023
Alexis L.
I am an attorney in Michigan. I attended Boston College for my undergraduate degree and Suffolk University Law School for my law degree. I have been practicing law for over 20 years.
December 13, 2023
James S.
Business and Real Property
January 2, 2024
Elaine T.
Trusted Intellectual Property Attorney, Advisor and Strategic Partner
June 3, 2024
Colin M.
Experienced attorney with a substantial history of crafting, evaluating, and bargaining multimillion-dollar commercial and government contracts across diverse sectors, encompassing the US Army, DoD contractors, employee benefits, NASDAQ, Pharmaceuticals, and Finance.
Mark L.
I worked in the Intellectual Property Group at Fidelity Investments for almost 25 years, including managing the group from 2017-2021. I managed and developed the same high-performing group of three legal professionals from 2007-2021. Early in my career at Fidelity, I focused primarily on trademark matters, including trademark searching and clearance, as well as enforcement of trademark rights. In fact, I created Fidelity's trademark and brand protection programs and advanced them over more than two decades, eventually bringing the domestic trademark portfolio in-house and realizing savings of well over $2 million in outside counsel expenses for searching, prosecution and maintenance of US registrations from 2008-2021. Fidelity put me through law school, and I continued working full time while attending law school at night over four years. Upon graduation and passing the bar in 2006, I was promoted to an attorney position effective 1/1/2007. My practice broadened, and I began working on more transactional matters. I became a key transactional attorney for major technology groups and businesses within Fidelity, and negotiated numerous mission critical tech deals, transforming Fidelity's business. I provided transactional and IP support for Fidelity's software development and services affiliate in Ireland, and worked extensively with many of Fidelity's other foreign affiliates. Fidelity's General Counsel handpicked me to provide transactional and IP support to a new business initiative in 2017. That initiative became fintech startup Akoya, LLC, a paradigm-shifting business that enables secure, customer-controlled sharing of personal financial information between financial institutions and service providers. I developed template agreements between Akoya and data providers (financial institutions) and also between Akoya and data recipients (e.g. tax preparation services and financial advisors). Akoya had matured enough to be spun out by Fidelity in early 2020 to a consortium of financial services companies. In 2021, Fidelity offered a voluntary buyout to long-tenured associates, and following the pandemic, coupled with the financial and health benefits included in the package, it was an offer I could not refuse. Days later, my elderly father-in-law broke his hip, and my wife and I became his primary caregivers. It's been a blessing that I was able to contribute to his care and alleviate some of the burden on my wife. He is now in a long-term care facility, and I am eager to return to work as in-house counsel, whether on a contract basis, part time or full time. I did work briefly as a sole practitioner in 2021 and 2022, primarily helping friends, family and pro bono clients with NDAs, business formation issues, consulting agreements and license agreements. From August 2022 - July 2023, I was on the staff of Flex by Fenwick, an in-house counsel on demand business that is a subsidiary of the IP firm Fenwick & West, but did not get any engagements. My wife and I have volunteered for over a year with a dog rescue, Last Hope K9 Rescue, and have fostered several dogs, and adopted two of them!
June 6, 2024
Michael P.
I have been licensed since 2006 and have extensive experience in family law, personal injury, criminal law, and general litigation. I have a solo practice and I am seeking new opportunities.
John L.
I have been practising law for over 30 years. I have extensive legal experience in contract disputes and drafting demand letters. I have been lead counsel in over 100 civil and criminal jury trials and have extensive litigation stradegy knowledge. I belive my experience would be of great benefit to any prospective client.
July 26, 2024
Matthew S.
I am a business, Internet, and intellectual property lawyer. My practice is split between both transactional work and litigation. Prior to law school, I earned a master’s degree in computer science, which gives me the background and experience to understand technology, software, and the Internet better than most attorneys, and so my practice focuses on these areas. However, I represent clients in almost any industry, including real estate, construction, medicine, service, and consumer products.
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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
- Brockton Employer Lawyers
- Cambridge Employer Lawyers
- Lowell Employer Lawyers
- Lynn Employer Lawyers
- New Bedford Employer Lawyers
- Quincy Employer Lawyers
- Springfield Employer Lawyers
- Worcester Employer Lawyers
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