Business Contracts Lawyers for New Hampshire

It is almost always possible to amend a signed contract, but, of course, all signatories to the original contract would also need to sign any amendment. If, however, you foresee things you may want to sign later down the road, it'd be best to negotiate changes to the original contract, rather than amending an existing one....for one thing, what if the other signatories don't agree to your proposed amendment(s)?

The terms that you write in an independent contractor agreement should, first and foremost, protect you/your business and give you the advantage in the relationship, if possible. While some such contracts may have an end date, that's not mandatory; but be sure to give yourself/your business the right to terminate the contract when you want to, without cause. Leave it to the contractor to negotiate better terms than you propose, on behalf of the contractor - that is not your job. I recommend that each of you use your own attorney to review the agreement prior to signing. And, by the way, ContractsCounsel.com has numerous documents available for purchase, and it's very likely they offer a boilerplate of this type of contract, vetted by WA State attorneys.

A business might use a non-disclosure agreement (sometimes called an "NDA," a "Confidential Disclosure Agreement," or a "CDA") to prevent others from disclosing its confidential information. Confidential information includes the business' trade secrets, as well as other proprietary information that does not constitute trade secrets. Generally, there are two main types of non-disclosure agreements. In a unilateral non-disclosure agreement, one party agrees not to disclose the other party's confidential information. In a mutual non-disclosure agreement, both parties agree not to disclose each other's confidential information. It is usually best to execute a non-disclosure agreement prior to the disclosure of confidential information. Disclosed information cannot be un-disclosed. Also, a party that has already received confidential information without restrictions might have little to no incentive to sign a non-disclosure agreement after the fact. For advice on or assistance with a non-disclosure agreement, speak with a knowledgeable business contract attorney. Good luck!

Hello. I appreciate your concerns about signing a Noncompete Agreement. It's essential to protect your rights and ensure the agreement is fair and reasonable given that a noncompete typically restricts competing activities during or after the term of engagement. Without knowing more about the business relationship and reviewing the actual terms, whether the non-compete is fair, reasonable, or even enforceable remains an open-ended question. Bearing this in mind, if the noncompete is preventing you from taking on other clients during or after the end of your relationship (or both), the scope of this restriction must be reasonable in terms of time, geographic area, and the specific activities it seeks to prevent. For example, does the noncompete specify the types of clients, industries, or geographic areas that are off-limits? What is the duration of the noncompete? If the client breaches your main agreement, will that render your noncompete void and unenforceable? These are just a few general questions that require a thorough review and analysis against Florida non-compete laws. Overall, the ultimate goal is to carefully review the terms to understand how they might impact your ability to take on new clients. If you don’t understand or are unsure about the contractual terms and their legal implications, it's highly recommended you consult with an attorney who can review the noncompete and provide you with personalized legal advice before you sign.

In North Carolina, there are numerous potential pitfalls for independent contractor agreements. A few general pitfalls include: 1. Classification: An independent contractor agreement should properly establish that the relationship is intended to be an independent contractor relationship (not an employment relationship). The agreement should include terms and conditions that make the intended nature of the relationship absolutely clear. 2. Compensation: An independent contractor agreement should properly address the contractor's compensation. The agreement should not include references to terms typically reserved for employment relationships (like "salary" or "exempt/non-exempt"). 3. Control: An independent contractor agreement should demonstrate that the hiring party will not control the contractor like it would an employee. The agreement should not include terms and conditions that unlawfully or unnecessarily limit the contractor's rights (like the right to provides services to other clients to generate independent income). 4. Criteria/Qualifications: An independent contractor agreement should establish that the contractor is qualified to provide the services "independently" i.e. without the hiring party providing training or supervision. The agreement should not include terms and conditions that demonstrate an improper degree of control (like probation, performance reviews, or discipline). There are also pitfalls that are based on such factors as the industry or nature of the hiring party's business, the nature of the services the contractor will be performing, or the nature of the relationship between the parties. To be fair and equitable, an independent contractor agreement must respect the various laws governing independent contractor relationships. For example, a worker should not be required to accept a role as an "independent contractor" if the hiring party intends to control the worker like an employee. A North Carolina attorney who is knowledgeable of independent contractor relationships can assist with an independent contractor agreement. Consult with a knowledgeable attorney to help ensure you avoid some common pitfalls in independent contractor agreements.