Employer Lawyers for Michigan

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Meet some of our Michigan Employer Lawyers

Melissa G. - Employer Lawyer in Michigan
View Melissa
5.0 (1)
Member Since:
August 5, 2021

Melissa G.

Managing Attorney
Free Consultation
Chicago
22 Yrs Experience
Licensed in MI DC, IL, OH
University of Michigan

I provide practical, plain-English legal guidance to solopreneurs and small businesses who want to build strong foundations and make informed decisions with confidence. With 20+ years of experience—including 16 years in-house advising senior and executive leaders—I bring the insight of a trusted legal partner who understands how legal strategy supports long-term business growth. My clients walk away feeling supported, seen, and empowered. They know I genuinely care about their success and bring more than just legal knowledge—I bring a coach’s mindset, a problem-solver’s lens, and a commitment to helping them protect what they’ve worked hard to build. Whether you’re reviewing contracts, forming your business, protecting your brand, or need ongoing legal support, I’m here to deliver clear, actionable guidance and solutions that fit your business.

David H. - Employer Lawyer in Michigan
View David
5.0 (3)
Member Since:
March 10, 2022

David H.

Technology Contract Attorney
Free Consultation
Michigan (virtual practice)
15 Yrs Experience
Licensed in MI
Western Michigan University - Thomas M Cooley Law School

Michigan licensed attorney. A compelling combination of technology, sourcing, sales, and legal experience. Over 20 years in technology positions negotiating technology engagements and contracts. General practice legal experience. Significant IT contracts experience (from IT sourcing/procurement) with the State of Michigan and Zimmer Biomet (Fortune 500). Excellent people, negotiation, and writing skills; keen eye for continuous improvement. Trusted business partner co-leading or supporting cross-functional integrated business/IT projects.

Recent  ContractsCounsel Client  Review:
5.0

"David was great! Went above and beyond what was needed and really gave me a fresh perspective on the contract I needed consulting on."

Curt B. - Employer Lawyer in Michigan
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5.0 (4)
Member Since:
March 25, 2023

Curt B.

Managing Partner
Free Consultation
Los Angeles, California
12 Yrs Experience
Licensed in MI DC, FL, IL, WA
UCLA School of Law

Curt Brown has experience advising clients on a variety of franchising, business litigation, transactional, and securities law matters. Mr. Brown's accolades include: - Super Lawyers Rising Star - California Lawyer of the Year by The Daily Journal - Pro Bono Attorney of the Year the USC Public Interest Law Fund Curt started his legal career in the Los Angeles office of the prestigious firm of Irell & Manella LLP, where his practice focused on a wide variety of complex civil litigation matters, including securities litigation, antitrust, trademark, bankruptcy, and class action defense. Mr. Brown also has experience advising mergers and acquisitions and international companies concerning cyber liability and class action defense. He is admitted in California, Florida, D.C., Washington, Illinois, Colorado, and Michigan.

Recent  ContractsCounsel Client  Review:
5.0

"I was very impressed with the responsiveness and knowledge brought to my situation."

Blake L. - Employer Lawyer in Michigan
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4.8 (2)
Member Since:
September 22, 2020
Christopher J. - Employer Lawyer in Michigan
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Member Since:
August 4, 2020

Christopher J.

Attorney and Counselor at Law
Free Consultation
Ann Arbor, MI
27 Yrs Experience
Licensed in MI
Detroit College of Law at Michigan State University

Experienced attorney focusing on estate planning, probate administration, business formation and counseling, and consumer bankruptcy.

George B. - Employer Lawyer in Michigan
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Member Since:
June 21, 2021

George B.

Attorney
Free Consultation
Detroit, MI
13 Yrs Experience
Licensed in MI
Western Michigan University - Cooley Law School

I help start-ups, small businesses, and people realize their potential by leveraging my legal and technological experience. Legally skilled in employment law, intellectual property, corporate law, and real estate transactions.

Brittany B. - Employer Lawyer in Michigan
View Brittany
Member Since:
December 4, 2021

Brittany B.

Attorney
Free Consultation
Ann Arbor, MI
12 Yrs Experience
Licensed in MI
Wayne State University Law School

Brittany advises startups and emerging and public companies at all stages of growth, with focuses on formation and corporate governance matters, securities, venture capital financings, M&A and other strategic transactions, commercial contracts and general corporate counseling. Brittany represents clients across a broad spectrum of industries, including technology, automotive, mobility, digital health, consumer products and manufacturing.

Deborah W. - Employer Lawyer in Michigan
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Member Since:
September 4, 2022

Deborah W.

Managing Partner
Free Consultation
Michigan
29 Yrs Experience
Licensed in MI
Michigan State University College of Law

Williamson Health Law is an established and trusted law firm focused on representing hospitals, health plans, physician groups, physicians, physical therapy businesses, psychologists and other health care providers, professionals, and businesses in all aspects of health law. including the Stark law, the Anti-Kickback Statute (“AKS”), the Health Insurance Portability and Accountability Act (“HIPAA”), regulatory compliance, Medicare and Blue Cross audits and overpayment appeals, payer departicipation and disaffiliation appeals, payer and provider disputes, reimbursement and billing, compliance plans, health care industry contracts and professional licensure. We represent clients throughout Michigan and the U.S. with certain federal matters such as federal regulatory analysis and Medicare audits.

Ari G. - Employer Lawyer in Michigan
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Member Since:
November 28, 2022

Ari G.

Of Counsel
Free Consultation
Ann Arbor, MI
5 Yrs Experience
Licensed in MI
University of Michigan

Ari is a transactional attorney with substantial experience serving clients in regulated industries. He has worked extensively with companies in regulated state cannabis markets on developing governance documents (LLC operating agreements, corporate bylaws, etc...), as well as drafting and negotiating all manner of business and real estate contracts.

Evan F. - Employer Lawyer in Michigan
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Member Since:
December 3, 2022

Evan F.

Attorney & Founding Member
Free Consultation
Livonia, MI
6 Yrs Experience
Licensed in MI
Wayne State University Law School

Evan Ficaj Law Firm empowers Michigan entrepreneurs with personalized legal solutions in M&A, LLC, business, contract, entertainment, trademark, and copyright law.

David T. - Employer Lawyer in Michigan
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Member Since:
June 15, 2023

David T.

owner
Free Consultation
Ann Arbor
32 Yrs Experience
Licensed in MI
THOMAS M. COOLEY LAW SCHOOL

David Trentadue has been practicing law since 1994. He received his Bachelors’ Degrees in History and Political Science from the University of New Orleans and his Juris Doctor, cum laude, from the Thomas M. Cooley Law School. Currently in private practice, his areas of concentration include Estate Planning, Probate and Trust Administration, Real Estate, Business Formations and Corporate Governance. He is licensed in all state and federal courts in Michigan. He is also a Licensed Title Examiner

Andy K. - Employer Lawyer in Michigan
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Member Since:
May 20, 2023

Andy K.

Attorney
Free Consultation
Michigan
16 Yrs Experience
Licensed in MI
Michigan State University College of Law

Licensed in MI since 2010. Practiced SSDI appeals and auto negligence for over a decade until 12/2022 when I left largest personal injury firm In MI to open my own estate planning firm. Looking for part-time contract/remote work to supplement income as I build my own practice.

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Employer Legal Questions and Answers

Employer

Noncompete Agreement

Connecticut

Asked on Jul 13, 2023

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.

Answered Jul 21, 2023

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.

Read 1 attorney answer>

Employer

Employee Confidentiality Agreement

Texas

Asked on May 30, 2025

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.

Answered Jun 17, 2025

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

Read 1 attorney answer>

Employer

Contract for Employment

California

Asked on Aug 21, 2025

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.

Answered Aug 31, 2025

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

Read 1 attorney answer>

Employer

Noncompete Agreement

Florida

Asked on Jul 6, 2023

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.

Answered Jul 21, 2023

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?

Read 1 attorney answer>

Employer

General Partnership

California

Asked on Apr 14, 2023

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.

Answered May 12, 2023

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.

Read 1 attorney answer>
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Clients Rate Lawyers 4.9 Stars
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