Contracts Lawyers for Pearland, Texas

A Fee Retainer Agreement is more than just paperwork. It’s the foundation of your relationship with your attorney. Getting it right from the start can save you a lot of stress and confusion later. So let’s walk through what needs to be in the agreement, and why it matters. Identifying the Parties and the Legal Matter First, the agreement should clearly state who’s involved. That includes your name as the client, the name of the attorney or law firm you’re hiring, and the specific legal issue they’ll be handling. Avoid vague phrases like “general legal services” or “business advice.” You want clear language, such as “representation in a contract dispute with ABC Corporation over the September 2024 supply agreement” or “defense in an employment discrimination claim filed by Jane Smith.” This kind of detail keeps the scope clear and prevents unexpected charges for work you never intended to authorize. Defining the Scope of Representation This part outlines exactly what your lawyer is agreeing to do and what’s outside the scope. For example, if you’re hiring someone just for settlement talks before a lawsuit is filed, the agreement should say whether trial work is included or would require a separate contract. If the matter is more complex, think about whether appeals, related claims, or enforcement actions are covered. Being specific here reduces the chances of misunderstandings or disputes later on. Understanding Fees and Retainers Now we’re getting into the numbers. If you’re paying hourly, ask for a breakdown of who charges what. You’ll want to know the partner’s rate, associate rates, paralegal rates, and whether other staff could be billing time on your case. Ask how time is tracked. Most firms bill in six-minute increments (0.1 hours), but some use 15-minute blocks, which can raise costs quickly for short tasks. Retainers can be a bit confusing, so here’s the key difference. A “true retainer” is a fee that reserves the attorney’s availability. It’s paid whether or not work is performed and is usually non-refundable because the attorney may turn down other cases for you. But states like California place strict rules on these. They often require special disclosures and written acknowledgments from the client. More commonly, you'll pay an “advance fee deposit,” which goes into a trust account and is applied toward work as it's performed. If there’s money left at the end, you should get it back. Your agreement needs to be clear about which type of retainer you’re paying and how those funds will be handled. Flat fee and contingency arrangements are different again. If you’re paying a flat fee, make sure the scope is very clear. A flat fee for contract review may not include negotiating changes or handling disputes that come up later. If it’s a contingency case, ask whether the attorney’s percentage is taken before or after expenses are deducted, and what happens if you recover fees or costs from the other side. Written Agreements Are Often Required Don’t assume a handshake agreement is enough. Many states require a written contract if legal fees are expected to exceed a certain amount. In California, for example, anything over $1,000 in fees must be documented in writing. The agreement must include things like how fees are calculated, what services are covered, and your right to fee arbitration. Other states have similar rules, so be sure you understand what’s legally required where you live. Managing the Retainer and Billing Your agreement should state the initial retainer amount, where it will be held, and how it will be used. Most advance deposits go into a trust account and are billed against as work is completed. The agreement should also say when you’ll be asked to replenish the retainer and what happens if you don’t. Some attorneys stop working until the retainer is restored. Others continue working and just bill you. You should receive detailed monthly invoices that show the date of the work, a clear description of what was done, how much time it took, and who did the work. “Research legal issues” isn’t helpful. It should be something like “researched force majeure clauses under New York contract law.” Also pay attention to when invoices are due and what the consequences are for late payment. Some firms charge interest or pause work until your account is current. If you expect cash flow issues, it’s better to talk about payment plans now rather than waiting until you’re behind. Costs and Out-of-Pocket Expenses Legal fees are one thing. Expenses are another. Your agreement should separate them clearly. You’ll usually be responsible for court filing fees, service of process, deposition transcripts, expert witnesses, travel, and similar costs. Some firms pass these on at actual cost, while others apply a markup. Be sure to ask. For larger expenses like expert witnesses or extensive document discovery, consider requesting a clause that requires your approval for anything above a certain amount. That way, you won’t be surprised by a $5,000 invoice for something you never agreed to. Watch for vague language like “reasonable administrative costs including a 10% surcharge.” If it feels excessive, negotiate. Setting Communication Expectations This is often skipped, but it matters. Will you get regular updates? How fast should you expect responses to emails or phone calls? If your matter is complex, you may want monthly status reports, even during slow periods. The agreement should also confirm that you can access your file and request copies of documents at any time. Ending the Attorney-Client Relationship You always have the right to fire your attorney, but you’ll still owe for work already done. The agreement should explain how to end the relationship. Do you need to give written notice? Is there a required notice period? On the other side, your attorney also needs the ability to withdraw under certain conditions. These may include nonpayment, lack of cooperation, or ethical conflicts. Make sure the reasons for withdrawal are spelled out and reasonable. Once the relationship ends, the agreement should cover how your file will be transferred and how unused funds will be returned. Some states require prompt refunds. Others allow time for a final accounting. Avoid language that could delay access to your documents or allow the firm to hold onto your file unnecessarily. Conflicts of Interest Your attorney should confirm that no conflicts exist. That means they’re not representing the other side or anyone with a competing interest in your matter. If you’re being asked to waive a potential conflict (for example, if the lawyer represented the other party in a totally unrelated case) make sure you understand what that means and that you’re agreeing voluntarily. Also ask what happens if a conflict arises later. Will the attorney continue representing you? The other client? Neither? These are big questions that can have serious consequences for your case, so get clarity upfront. Handling Disputes Most agreements include arbitration or mediation clauses for fee disputes. These can be faster and more private than court, but they may also mean giving up your right to a jury trial. Some clauses make arbitration binding, which means there’s no appeal. If you’re not comfortable with that, negotiate. You might agree to arbitrate billing issues but leave malpractice claims open to the courts. Other Protective Terms to Look For Your agreement should say there are no guarantees about the outcome of your case and that your communications are protected by attorney-client privilege. That’s standard. What isn’t standard are broad liability waivers. If the agreement says the attorney can’t be held responsible for anything that goes wrong, that’s a red flag. The agreement should also say which state’s law applies and include what’s called an “entire agreement” clause. That means the written document controls the relationship and that any side conversations won’t override it. Red Flags to Avoid Be cautious of agreements that let the attorney raise fees without notice, require large non-refundable retainers without explanation, or give the firm too much control over termination terms. Watch for ambiguous language around expense markups or hourly rates that say “subject to change at any time.” That’s not fair to you. Also make sure there’s a clear process for returning unused retainer funds. Some firms try to keep money they haven’t earned. That’s not appropriate. Final Thoughts You don’t have to accept every word of a retainer agreement as-is. Ask questions. If something’s unclear or doesn’t sit right, speak up. A good attorney won’t mind and will appreciate that you’re taking it seriously. And if it’s a big case or high-stakes matter, it’s completely reasonable to have another lawyer review the agreement before you sign. This agreement lays the groundwork for your entire working relationship with your attorney. Taking the time to understand it and ensure it reflects your interests can save you stress (and money) down the road.

The critical terms for an MSA will vary widely depending on your industry and the nature of the transaction. Generally speaking, MSAs should include terms addressing: term, termination, structure of the transaction (i.e., are multiple SOWs contemplated), intellectual property ownership, limitations on liability, indemnification, warranties, timing and payment terms, and confidentiality. Those are what I would call the material terms that are critical to setting the expectations of the parties, protecting your interests, and most likely to come up in the event of a dispute. There are myriad other issues that are slightly less important but still need to be addressed, including everything from dispute resolution to assignment to independent contractor status. Depending on your industry, you may need highly detailed sections on data protection and service levels, or not need any language on those issues whatsoever. I highly recommend you consult with an attorney who has experience in drafting MSAs and can prepare a template for you to use for this transaction and all similar deals moving forward. Please note this is not legal advice and this message does not create an attorney-client relationship; I do, however, have extensive experience in commercial contracts and would be happy to assist.

Great question. First, you want to read your contract very carefully to see if the actions are in fact a violation of its terms, sometimes there can be flexibility in the provisions with regard to timelines and so forth. If there is in fact a breach, make sure you keep accurate documentation of the violations. Often times, a well written letter to the other party listing their obligations under the contract and how they have breached those violations is enough to get them to change their behavior. If not, you have the option to ask the court to enforce the agreement or require the breaching party to compensate you for any damages.

Lessor’s Early Termination of Equipment Lease: Legal Rights and Lessee’s Options Scenario: You have a 3-year equipment lease for machinery, and the lessor (equipment owner) now wants to end the lease early due to their own financial troubles. You’re worried how this will affect your business and finances. The key questions are: (1) Can the lessor legally terminate the lease before the term ends? (2) What options or remedies do you have if they attempt this? Lessor’s Right to Terminate an Equipment Lease Early In general, a lease is a binding contract that both parties must honor for the full term. A lessor cannot simply cancel an equipment lease early without a valid contractual or legal basis. Unless the lease agreement explicitly gives the lessor an early termination right (or the lessee breaches the agreement), the lessor is expected to “respect the contract term” and cannot terminate early at will . Financial difficulties of the lessor alone are not usually a lawful excuse to break the contract. In fact, U.S. law emphasizes that a landlord/lessor can only break a fixed-term lease early if there is “good reason” – typically meaning the lessee violated the lease or a termination clause was agreed to in the contract . • Contract Clauses: Check your lease for any early termination clause or lessor termination option. It’s uncommon for equipment leases to let the lessor cancel early for convenience, but some contracts might allow it under specific conditions (e.g. with notice or a buyout payment). For example, a clause might say the lessor can end the lease early if they give 60 days’ notice and refund certain fees – but such provisions have to be written in the contract and agreed by you. If your contract has no such clause, the default rule is that the lessor must continue the lease until term-end as long as you (the lessee) are not in default . • Lessee’s Breach or Misconduct: The usual grounds for a lessor to terminate early is if you, the lessee, violated the lease terms. For instance, if a lessee stops paying, causes serious damage, or uses the equipment illegally, those would typically allow the lessor to cancel the lease for breach. In fact, many equipment leases specify that the lessor can repossess or terminate only if the lessee defaults or engages in prohibited conduct . By contrast, the lessor’s own financial problems are not a default by you and don’t automatically give them termination rights. • No Unilateral Termination for Hardship: Simply put, financial difficulty is not a legally valid reason for a lessor to walk away from a fixed-term lease. There is no automatic “hardship” loophole that lets the owner cancel because their business is struggling. Unless your contract contains a force majeure or similar clause that explicitly covers the lessor’s financial distress (highly unlikely), the lessor can’t invoke hardship to cancel. One legal commentary on leases notes that a landlord cannot just evict or end a lease “on a whim” – any early termination must follow the lease terms or a tenant breach . The same principle applies to equipment leases: both parties assumed the risk when signing the 3-year term, so the lessor can’t just change their mind mid-way without consequence. Bottom line: If your lease contract does not give the lessor an early termination right (and you haven’t breached the agreement), the lessor has no legal right to terminate early. Doing so would put the lessor in breach of contract. You would be within your rights to refuse or to seek remedies for an unauthorized termination. On the other hand, if your lease does contain a clause allowing the lessor to end it early (or if you mutually agree to end it), then an early termination can be done lawfully by following the contract’s requirements. Below, we consider both scenarios – one where the lessor is acting within their rights, and one where they are not. Scenario 1: Contractual or Lawful Early Termination by Lessor When It Applies: This scenario is if your lease explicitly permits the lessor to terminate early under certain conditions, or if you and the lessor mutually agree to end the lease. It could also cover rare cases like the lessor entering bankruptcy proceedings and legally rejecting the lease (under court supervision). Assuming such a clause or legal basis exists, the lessor may have a contractual right to terminate before the 3 years. Lessor’s Obligations: Even when a lessor has a termination option, they must strictly follow the contract terms for early termination. This usually includes giving you proper advance notice (e.g. 30 or 60 days written notice) and possibly paying a penalty or compensation if required. For example, some leases with termination clauses require the terminating party to pay an “early termination fee” or to refund deposits/prepaid rent . Ensure the lessor is complying with any such requirements. If the lease requires a notice period or a buy-out payment and the lessor fails to honor those, then their termination may not be valid. Your Rights & Options in This Scenario: • Review the Clause: Carefully review the lease’s termination clause (if one exists) to confirm the lessor indeed has the right they claim. Check what conditions or procedures it specifies. If the lessor’s reason (financial trouble) isn’t one of the allowed reasons, or if they’re not following the proper steps, you could challenge the termination as improper. • Negotiate a Solution: If the contract does allow the lessor to end the lease, you might try to negotiate with them for a better outcome. For instance, you could request additional time to transition or ask if they are willing to assign the lease or equipment to another company instead of outright termination. Sometimes a lessor in financial distress might agree to let a third party (or even the lessee) buy the equipment or take over the lease. This could keep the machinery in place for you while relieving the lessor’s burden. Negotiation is key – since the lessor wants out, you have some leverage to request concessions. They might agree to cover some of your switching costs or refund any advance payments to avoid a dispute. • Plan for Replacement: Start preparing for an alternative equipment solution as soon as possible. Even if the termination is legal, you’ll need to replace that machinery to avoid business downtime. Begin researching new leasing companies or consider purchasing equipment if feasible. The lessor’s early exit doesn’t leave you empty-handed legally (you may have claims for costs), but your priority is keeping your business running. Use the notice period (if any) to secure replacement equipment so you don’t have a gap when the lessor takes their machinery back. • Ensure Return of Deposits/Prepaids: If you paid a security deposit or any prepaid rent, the contract likely obligates the lessor to return the unused portion if they terminate early without cause. Make sure to demand the return of any such funds. For example, under general contract principles, when a lease is ended early by the lessor (and not due to your breach), you should get back any rent paid for periods after termination and your security deposit, since the lessor is the one ending the deal . Don’t overlook this – those funds can help offset costs of finding new equipment. • Document Everything: Should the termination go forward, get all communications in writing. Confirm the lessor’s reasons and the effective termination date in writing. This protects you if there’s later a dispute about whether the termination was proper. Written evidence will be valuable if you need to seek damages or enforce any part of the agreement. Overall, in a scenario where the lessor is legally within their rights to terminate, your focus should be on mitigating the impact on your business. You may not be able to stop the termination if it’s contractually allowed, but you can negotiate and ensure the lessor fulfills any obligations (notice, compensation). Also, use this opportunity to possibly negotiate a buyout – for example, if the lessor is desperate to end the lease, you might propose that you will agree to let them off the hook if they, say, cover the cost difference for you to lease elsewhere, or sell you the equipment at a favorable price. A mutually agreed termination can include any terms both sides find acceptable, so don’t hesitate to propose creative solutions. Scenario 2: No Right to Terminate (Lessor in Breach of Contract) When It Applies: This is the likely scenario if your lease has no early termination clause for the lessor, and you have been complying with the lease (no defaults on your end). In this case, the lessor’s attempt to cut the lease short is unauthorized. Legally, that constitutes a breach of contract by the lessor. The law treats a lessor’s unjustified refusal to continue the lease as a default, giving you (the lessee) certain remedies  . According to the Uniform Commercial Code (which Texas and most states follow for equipment leases), if a lessor “fails to deliver the goods… or repudiates the lease contract,” then the lessor is in default and the lessee can pursue remedies . In plain terms, the lessor cannot just pull out; if they do, you are entitled to relief for their breach. Here are your options in this scenario: Your Rights & Remedies: • Refuse Early Termination: You can take the position that the lease is still in force and refuse to acquiesce to the lessor’s unilateral termination. Communicate (in writing) that you do not consent to ending the lease early and expect the lessor to honor the agreement. Sometimes, this firm stance may make the lessor reconsider, especially if they have no legal leg to stand on. They might then seek an alternative like negotiating with you instead of risking legal liability. • Legal Remedies for Breach: If the lessor persists in terminating or stops performing (e.g., demands the equipment back or ceases maintenance/support), you have the right to seek damages and other legal remedies. Specifically, you can **“cancel the lease contract” and recover damages for the loss . Damages would typically include the extra costs you incur due to the breach. For example, if you have to lease replacement equipment from another provider at a higher price, the difference in cost is part of your damages. You may also claim any other reasonable costs caused by the sudden termination (such as installation costs for new machinery, downtime losses, etc.), subject to what your jurisdiction allows. • Cover (Find Replacement and Sue): One practical step is to go out and “cover” – i.e., obtain alternative equipment as a replacement – and then seek compensation from the original lessor for the cost difference  . Under UCC Article 2A, after a lessor’s repudiation, the lessee may cover by leasing similar goods elsewhere and then recover from the breaching lessor any excess cost or damages resulting from the switch . This allows your business to keep operating (with the new equipment) while holding the lessor accountable financially for their breach. • Specific Performance (if applicable): In some cases, you might be able to ask a court for specific performance – essentially a court order forcing the lessor to honor the lease or allow you continued use of the equipment . Specific performance is not always granted, usually only if the equipment is unique or it’s very difficult to obtain a substitute. But if, say, the machinery is specialized and your operations would be irreparably harmed by losing it, a court might order that the lessor must continue to lease it to you (or at least not repossess it) despite their financial issues. This is a complex remedy (and if the lessor is truly insolvent, it may not be practical), but it’s worth discussing with a lawyer if keeping that exact equipment is critical for you. • Retention of Equipment: If you currently have possession of the equipment, note that you have some leverage. Unless a court orders you to return it, the lessor can’t just show up and take it back without due process. You could legally refuse to surrender the equipment on the grounds that you have a valid lease for it. In fact, the UCC provides that a lessee who rightfully holds the goods after the lessor’s default has a security interest in the equipment for any rent paid or expenses incurred . This means you might be justified in holding the equipment as security until the dispute is resolved or you’re reimbursed. However, be cautious and get legal advice before withholding equipment – you must not be in breach yourself (e.g., continue making your rent payments into an escrow, perhaps) while asserting this right. • Claim Security and Prepaid Sums: If the lessor breaches, you are typically entitled to recover any rent or security deposit you’ve paid for the period that you won’t get the equipment . Demand the return of your security deposit and a pro-rata refund of any prepaid lease payments covering after the termination date. The law explicitly allows a lessee to recover “so much of the rent and security as has been paid and is just under the circumstances” when the lessor defaults . This ensures you’re not out-of-pocket for services you won’t receive. • Consider Legal Action: If the financial stakes are high and the lessor is uncooperative, you may need to file a lawsuit for breach of contract. A court can award you monetary damages for the costs and losses caused by the wrongful termination. Keep records of all related expenses and losses (quotes for new leases, downtime, etc.) to substantiate your claim. Often, the mere threat of a well-supported legal claim might push the lessor to negotiate a settlement (especially if they are trying to avoid bankruptcy or further liabilities). • Mitigate Your Losses: Importantly, even though the lessor is in breach, you have a duty to mitigate damages. This means you should make reasonable efforts to reduce the harm (for example, don’t let the machine sit idle – promptly seek a replacement or workaround to keep your business running). Courts expect you to try limiting the financial damage. The good news is that any reasonable costs of mitigation (like emergency rental of another machine) would be added to your claim against the lessor. Just avoid unnecessary delay or expense that could have been avoided. • Monitor Lessor’s Solvency: If the lessor’s financial troubles are severe, watch for any signs of bankruptcy or receivership. If the lessor files for bankruptcy, different rules apply (the lease could be “rejected” by the bankruptcy trustee, effectively ending it, but you’d then become a creditor in the bankruptcy case for your damages)  . In bankruptcy, recovering full damages might be difficult, so it may be wiser to reach a settlement beforehand if possible. Consult an attorney quickly if bankruptcy seems likely – there may be steps to protect your rights (like filing as a creditor or seeking relief from the automatic stay to reclaim any of your property, etc.). Note: Pursuing legal remedies doesn’t always mean you’ll end up in court. Often, once you present the legal reality to the lessor (that they have no right to terminate and will owe you damages if they do), they may opt to negotiate a mutually agreeable exit. For example, they might offer a termination payment or help find you a substitute equipment lease with another company to avoid a lawsuit. Be open to a settlement if it adequately protects your business – sometimes that can resolve matters faster and more certainly than litigation. Practical Tips Going Forward 1. Communicate and Document: Open a line of communication with the lessor. Politely but firmly let them know you are aware of your contractual rights. Ask for clarification on why they believe they can terminate. It’s possible this is a negotiation tactic on their part to modify terms; clear communication can lead to a solution. In all cases, document everything in writing (emails, letters) so there’s a record. 2. Consult Legal Counsel: It’s wise to consult a business or contracts attorney, especially since lease agreements can have nuanced clauses. A lawyer can review your contract’s fine print to confirm the lessor’s rights (or lack thereof) and can draft a strong response letter. Sometimes a letter from an attorney asserting your rights and potential claims will dissuade the lessor from taking unlawful action. 3. Business Continuity Plan: Start working on a contingency plan to keep your operations running. Identify other suppliers or rental companies for the equipment in case you need a fast replacement. Being prepared will reduce downtime if the lease does end abruptly. Even as you fight to enforce your rights, you don’t want to be left without the machinery your business needs. 4. Financial Impact Assessment: Analyze the financial impact if the lease ends now. Calculate the cost of new equipment lease or purchase, installation, and any productivity loss. This will not only inform your decision-making (e.g., maybe purchasing the equipment is cheaper in the long run if the lessor is exiting) but also serve as evidence of damages if you need to claim costs from the lessor. 5. Maintain Lease Payments (if applicable): If the dispute is ongoing, continue to honor your side of the contract (e.g., making timely payments) until an official termination or court release occurs. This prevents the lessor from turning around and accusing you of breaching. Paying into an escrow account could be an option if you fear the lessor will take the money and run – seek legal advice on the safest approach. The key is to avoid giving the lessor any excuse to blame you. Conclusion Can the lessor terminate early due to their financial problems? Usually no – not unless your contract explicitly allows it or you’ve breached the agreement. A fixed-term equipment lease generally locks both parties in for the duration, and the lessor cannot unilaterally end it because it becomes inconvenient or difficult for them . If they attempt to do so without legal cause, they would be violating the contract, entitling you to relief. What are your options? You have a range of legal and practical options. First, review the contract and assert your rights. In a best-case scenario, if there is a lawful termination clause, ensure it’s followed and negotiate the best possible terms for an early end (time to transition, cost sharing, etc.). In the more likely case that the lessor has no right to cut the lease short, you can stand your ground: refuse improper termination, demand compliance, or seek damages for any breach. Law is on your side here – you can claim compensation for losses and even potentially get a court order to keep the equipment or equivalent if necessary  . Finally, remain practical. Protect your business from disruption by lining up alternative solutions in parallel. While you have every right to hold the lessor accountable, your priority is keeping your operations running smoothly. By combining a firm legal stance with proactive business planning, you’ll be best positioned to handle this situation. If needed, don’t hesitate to get professional legal advice to enforce your rights or negotiate an outcome. Your goal is to either keep the lease intact or secure a fair resolution that leaves you whole despite the lessor’s difficulties.

Contract Terms Govern Termination: In Texas, a freelance or independent contractor agreement is primarily governed by its written terms. If the contract includes a termination clause (for example, requiring 30 days’ notice or allowing immediate termination for cause), those provisions must be followed. Failing to adhere to agreed termination procedures (such as giving required notice or an opportunity to cure a default) can jeopardize the right to terminate and may itself breach the contract. Always review the contract’s termination and notice clauses first. At-Will Termination of Indefinite Contracts: If the freelance agreement does not specify a fixed duration or notice period (i.e. it’s an open-ended, indefinite contract), then under Texas law it is generally terminable at will by either party. In other words, when a contract contemplates ongoing, continuous services with no defined end date, either side may end the arrangement at any time. Texas courts do not favor contracts that bind parties in perpetuity and presume such indefinite agreements are terminable at will. (For example, an agreement for continuing services with no end date can usually be ended by either party without advance notice, absent a contractual notice requirement.) Fixed-Term Contracts and Wrongful Termination: If the freelance contract is for a set term or project and has no clause allowing early termination without notice, a party cannot unilaterally terminate it mid-term without potentially breaching the contract. Texas law only excuses a party from further performance (allows termination) if the other party materially breaches or repudiates the agreement. In plain terms, one side can end the contract for cause if the other side seriously fails to perform, but if there is no such cause and no contract right to terminate, ending the contract without notice would be a wrongful termination. The terminating party would then be liable for breach of contract, and the non-breaching party is entitled to damages. For instance, a client who fires a freelancer in violation of the contract’s terms could be required to pay for the work already completed or even lost profits as damages. Payment for Work Completed: Even when a contract is terminable at will or terminated without notice, the freelance worker should be paid for any services rendered up to the termination date. The non-breaching party can seek compensation for the work performed or costs incurred before termination. In the absence of a contractual notice period, a sudden termination is lawful if the contract is at-will, but the party who did the work can still recover the value of what was delivered. Bottom line: A freelance contract can be terminated without notice only if doing so is allowed by the contract or the law (e.g. an indefinite at-will arrangement). If a written agreement has specific termination or notice requirements, those must be honored in Texas. Terminating in violation of the contract (no notice when notice is required, or no cause when the contract doesn’t allow at-will termination) will put the terminating party in breach, subjecting them to liability. Always check the contract’s termination clause and Texas contract law before ending the relationship abruptly.