Employment Lawyers for Murfreesboro, Tennessee
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Forest H.
Forest is a general practice lawyer. He provides legal advice regarding small business law, contracts, estates and trusts, administrative law, corporate governance and compliance. Forest practiced complex commercial litigation in Florida for eight years, representing clients such as Host Marriott, Kellogg School of Business, and Toyota. Since moving to Nashville in 2005, he has provided legal advice to clients forming new businesses, planning for the future, and seeking funding through the use of equity and/or debt in their businesses. This advice has included the selection of business type, assistance in drafting and editing their business plans and offering material, reviewing proposed term sheets, and conducting due diligence. Forest is a member of the Florida, Tennessee, and Texas Bars; in addition. Forest has held a Series 7, General Securities Representative Exam, Series 24, General Securities Principal, and Series 63, Uniform Securities Agent State Law.
"I had a great experience working with Forest Hamilton during the acquisition process. Forest was professional, responsive, and easy to work with throughout the APA drafting and review process. Communication was clear, revisions were handled quickly, and he helped keep the transaction moving smoothly from start to finish. I appreciated his professionalism and willingness to answer questions throughout the process. Would definitely recommend him to others needing support with business acquisition agreements and transaction-related legal work. Thanks again, Forest."
Jessee B.
Jessee B.
Whether you’re a founder, business owner, creative professional, creator, entertainer, influencer, podcaster, content creator, athlete, artist, actor, model, musician, startup, nonprofit, or entrepreneur, Creative Counsel Law is here to help you launch, scale, and protect your brand. We understand the unique challenges and opportunities of turning your vision into reality. That’s why we provide legal expertise, personalized counsel, and innovative solutions designed to meet your needs. Services include: > Creative Industry Counsel: Legal guidance for creators and creative professionals related to branding, design, writing, film, music, art, entertainment, social media, e-commerce, marketing, advertising, Name, Image, & Likeness (NIL), intellectual property, content creation, ownership, licensing, collaboration agreements, brand development and protection. > Fractional General Counsel: Ongoing legal guidance and support for businesses of all sizes. > Business Formation, Support & Legal Strategy: Tailored legal services and support to meet your business needs, including entity formation (partnerships, LLCs, corporations), corporate governance, compliance, strategic planning, financing, mergers and acquisitions, transactions, risk management, employment agreements, operational contracts, and regulatory guidance. > Intellectual Property: Trademark and copyright search, registration, renewal, and strategic solutions to safeguard your brand, creative assets, and intellectual property rights. > Contract Review, Drafting, & Negotiations: Drafting, reviewing, and negotiating agreements to protect your interests and advocate for the compensation you deserve; employment contracts, partnership agreements, vendor contracts, licensing deals, confidentiality agreements, joint venture agreements, service agreements, and more. > Startup & Nonprofit Guidance: Compliance strategies and support for growth and sustainability. > Real Estate Assistance: Guidance and expertise for property title issues, purchases, sales, leasing, contract negotiations, and compliance with real estate laws and regulations. At Creative Counsel Law, we combine legal expertise with a client-centered approach to empower innovators and entrepreneurs across industries. Your vision deserves a legal partner who understands both your business goals and your creative passions. Want to work together? Reach out to hello@creativecounsellaw.com and let us know what you need help with.
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!"
Christina S.
I am an attorney who has been practicing for over a decade, experienced in multiple areas of law, both from a litigation and more procedural side. The great thing about my practice is that it has trained me to deal with so many different types of problems and to find solutions in a variety of legal scenarios that are almost never similar.
"Christina was prompt and friendly and walked me through the steps I needed to take to file for my name change! She made the process much less intimidating and I highly recommend her services."
Dean F.
Ferraro Law Firm was founded by Dean C. Ferraro. Dean earned his Bachelor's Degree from California State Polytechnic University, Pomona ("Cal Poly Pomona") in 1992 and his J.D. Degree from the University of Mississippi School of Law ("Ole Miss") in 1996. He is licensed to practice law in the State Courts of Colorado, Tennessee, and California. Dean is also admitted to practice before the United States District Courts of Colorado (District of Colorado), California (Central District), and Tennessee (Eastern District). Shortly after earning his law license and working for a private law firm, Dean joined the District Attorney's office, where he worked for five successful years as one of the leading prosecuting attorneys in the State of Tennessee. After seven years of practicing law in Tennessee, Dean moved back to his birth state and practiced law in California from 2003-2015. In 2015, Dean moved with his family to Colorado, practicing law in beautiful Castle Rock, where he is recognized as a highly-effective attorney, well-versed in many areas of law. Dean's career has entailed practicing multiple areas of law, including civil litigation with a large law firm, prosecuting criminal cases as an Assistant District Attorney, In-House Counsel for Safeco Insurance, and as the founding member of an online law group that helped thousands of people get affordable legal services. Pursuing his passion for helping others, Dean now utilizes his legal and entrepreneurial experience to help his clients in their personal and business lives. Dean is also a bestselling author of two legal thrillers, Murder in Santa Barbara and Murder in Vail. He currently is working on his next legal thriller, The Grove Conspiracy, set to be published in 2023.
"I would highly recommend Contract Counsel to friends or family. I received bids relatively quickly and was able to find the best fit for my situation."
Robert M.
Robert is a sixth-generation Tennessean and part of a long line of Tennessee attorneys: There has been a Marks attorney in Tennessee since 1856. In 1929, Robert’s great-grandfather established an event venue, Shadowbrook, which Robert has worked at his entire life, including managing for 10 years. He knows what business owners are dealing with—especially venue owners—because he has dealt with it. While Robert loves the hospitality industry, he pursued his passion. In 2016, Robert decided to attend law school and continue managing the business. He thrived. He was a founding member of the Nashville School of Law's Legal Aid Society, received the Tennessee Supreme Court’s Law Student for Justice award, and interned with the Tennessee Supreme Court's Access to Justice Commission. Before co-founding Mercury Legal Group, Robert focused on estate planning in solo practice. In this role, he helped clients protect what they had spent a lifetime building. Now he helps his clients build their businesses by providing tailored legal services.
"Robert is so professional and yet friendly! He was very easy to work with. I explained my situation and he has immediate solutions to get everything worked out. I’m su with his work ethic and overall attentiveness to the project. He will be my new lawyer moving on."
Connie C.
Connie Chadwick presently focuses her law practice in Tennessee on flat fee legal services which commonly include family court settlements such as divorces, child support orders, custody agreements; contracts; business formation services; and estate plans. Connie is also a Tennessee licensed residential general contractor with over fifteen years of experience in the construction field. With both legal and construction experience, Connie is a logical choice for contractor disputes. Connie earned her Doctorate of Jurisprudence from The Nashville School of Law after earning her Bachelor of Science in Accounting and Finance from Lipscomb University. www.conniechadwicklaw.com Connie Chadwick is recognized by peers and was selected to SuperLawyers Rising Stars for 2017 - 2023. This selection is based off of an evaluation of 12 indicators including peer recognition and professional achievement in legal practice. Being selected to Rising Stars is limited to a small number of attorneys in each state. As one of the few attorneys to garner the distinction of Rising Stars, Connie Chadwick has earned the respect of peers as one of the top-rated attorneys in the nation.
"Connie was a pleasure to work with and provided thorough legal advice that I was able to make actionable decisions on. Thank you Connie!!"
November 18, 2021
Abraham W.
Abraham's practice focuses on counseling emerging group companies in the technology and other commercial agreements, and assisting equity financings (specifically venture capital).
Amos M.
Since 2008, I have worked to assist clients in solving problems and addressing challenges that inevitably arise as a business grows - both anticipated and unexpected. My experience in Georgia and Tennessee in both drafting contracts and enforcing them via litigation and/or arbitration has provided clients with unique insights that help them anticipate problems and inform their decisions from start to finish.
May 17, 2022
Jerry L.
Jerry provides legal advice to business owners regarding contracts, business law, labor & employment, wills and estates, and real estate.
John M.
John has extensive leadership experience in various industries, including hospitality and event-based businesses, then co-founded a successful event bar company in 2016. As co-founder, John routinely negotiated agreements with venues, suppliers, and other external partners, swiftly reaching agreement while protecting the brand and strategic objectives of the company. He leverages his business experience to provide clients with strategic legal counsel and negotiates attractive terms.
October 30, 2023
James S.
https://www.linkedin.com/in/james-swindle/
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Browse Lawyers NowEmployment Legal Questions and Answers
Employment
Termination Of Employment Agreement
Ohio
What are the legal requirements and potential consequences of firing an employee?
I am a small business owner and recently had to terminate one of my employees due to consistent underperformance and violation of company policies. I want to ensure that I am following all the necessary legal requirements and understand the potential consequences of firing an employee, such as potential lawsuits or unemployment claims, in order to protect my business and avoid any legal complications.
Gary S.
Thank you for opportunity to respond to this very important question. Here is a list of legal considerations anytime an employee needs to be terminated. Please advise if you would like more information regarding any one or more of these items: Legal Requirements: At-Will Employment: In most states, including Ohio, employees can be fired at any time for any legal reason or no reason, unless there’s a contract stating otherwise. Unlawful Termination: Employers cannot fire someone based on race, sex, religion, national origin, disability, age (40+), or other protected characteristics. Retaliation: It’s illegal to fire an employee for reporting discrimination, harassment, wage violations, or whistleblowing. Notice and Final Pay: Some states require advance notice or payment of final wages within a set time. In Ohio, final paychecks are required to be paid by the next regular payday. Also, the federal WARN Act regulates notification requirements for mass layoffs by employers with 100+ employees. Potential Consequences: Wrongful Termination Lawsuits: Fired employees may sue if they believe the termination was discriminatory, retaliatory, or violated a contract. Unemployment Claims: The employee may be eligible for unemployment benefits, and your company’s rates may increase. Reputational Harm: Poorly handled terminations can damage morale and your business’s reputation. Clearly documenting the termination and the factors leading to it will help reduce risk. Also, a legal review is recommended. This response is for general informational purposes only and does not constitute legal advice. No attorney-client relationship is formed by this communication. You should consult a qualified attorney licensed in your jurisdiction for advice regarding your specific situation.
Employment
Employee Separation Agreement
Florida
How to track employee separation agreements?
I am an HR Manager at a company that is in the process of restructuring and downsizing its workforce. As part of this process, we need to ensure that all employees are given a fair and equitable separation package. I am looking for assistance in understanding how I can track and manage employee separation agreements, in order to ensure accuracy and compliance with applicable laws.
Diane D.
I would look into a good HR software package.
Employment
Arbitration Agreement
Texas
Is an arbitration agreement enforceable if I signed it without fully understanding its implications?
I recently signed an employment contract that included an arbitration agreement, but I did not fully comprehend the implications and consequences of such an agreement. I was not provided with sufficient time to review the contract or seek legal advice before signing. Now I am concerned about the enforceability of the arbitration agreement and whether I have any recourse to challenge it. Can you please advise me on the potential options I have in this situation?
Christopher N.
The short answer is: likely yes. A contract is such that there has to be a "meeting of the minds" as to the terms of contract. Understanding that you were under some pressure from your employer to sign, there is likely a provision that says you read and comprehended the contract overcoming the argument that you did not understand. There are sometimes options to avoid the arbitration clauses, but they are state and contract specific. If the time comes when you think the arbitration clause is going to be trigger, speak with a local employment lawyer to figure out how to pull that trigger. Good luck.
Employment
Employment Agreement
Georgia
What can I do as a Teacher if employer won’t give me my hiring agreement in writing.
I was forced out of GA Pre K program and placed in aPrivate Pre K room as Lead teacher but employer won’t give me any paperwork in regards to pay and position. I’ve been asking since November 2021
Sunnita B.
I would inquire with Human Resources. If they don’t assist ask whomever is above them. If that fails, have an attorney submit the request.
Employment
Amendment To License Agreement
North Carolina
Can my criminal record affect my eligibility for an occupational license?
I am currently in the process of applying for an occupational license in order to work in a regulated profession, but I have a previous criminal record that includes a non-violent offense from several years ago. I am concerned that this record may negatively impact my eligibility for the license, and I would like to know if my criminal history can affect my chances of obtaining an occupational license.
Parsa G.
While having a criminal conviction may negatively impact your eligibility for a license, it depends on the specifics of your case. Licensing boards typically evaluate the nature of the offense, how much time has passed since the conviction, and whether the offense is substantially related to the duties of the profession. A non-violent offense from several years ago may not be a barrier to licensure, especially if there is evidence of rehabilitation, there is no subsequent criminal history, and the crime is not substantially related to the purpose of the license. Many jurisdictions have adopted laws or policies aimed at reducing the impact of old or unrelated convictions on occupational licensing decisions. Boards often conduct individualized assessments and may consider factors such as your conduct since the offense, completion of sentencing terms, letters of recommendation, and your overall fitness to practice in the profession. A North Carolina-licensed attorney may be best suited to answer the specifics with regards to your license in North Carolina. If you are concerned about how your record might affect your application, it may be wise to review your criminal history, gather supporting documentation showing rehabilitation, and consult an attorney familiar with occupational licensing in your state. In some cases, I recommend pursuing an expungement or record sealing may also improve your chances in the future.
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Employment lawyers by top cities
- Austin Employment Lawyers
- Boston Employment Lawyers
- Chicago Employment Lawyers
- Dallas Employment Lawyers
- Denver Employment Lawyers
- Houston Employment Lawyers
- Los Angeles Employment Lawyers
- New York Employment Lawyers
- Phoenix Employment Lawyers
- San Diego Employment Lawyers
- Tampa Employment Lawyers
Employment lawyers by nearby cities
- Chattanooga Employment Lawyers
- Clarksville Employment Lawyers
- Knoxville Employment Lawyers
- Memphis Employment Lawyers
- Nashville Employment Lawyers
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