Employment Lawyers for Vermont
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Meet some of our Vermont Employment Lawyers
Nicholas M.
Nicholas Matlach is a cybersecurity expert (CISSP) and an attorney who is dedicated to helping small businesses succeed. He is a client-focused professional who has a deep understanding of the challenges that small businesses face in the digital age. He also provides legal counsel to small businesses on a variety of issues, including formation, intellectual property, contracts, and employment law.
"Enjoyed his demeanor. Professional yet down to earth. The document created for me was very explicit and easy to read. I would recommend :)"
October 1, 2023
Brittany B.
I am a tax attorney with years of experience as in house counsel at an accounting firm. I have also done tax litigation and audit representation. I work with for profits and non profits.
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Mike R.
Practicing attorney and former law professor with 28 year's experience, including class actions and appeal. Primary practice areas: commercial litigation, contracts, business counseling, formation, collections, asset protection, employment, and government regulation. Extensive law teaching experience, including legal writing, legal research, contract drafting, civil procedure, contracts, conflict of laws, and business organizations. Attorney Rusco heads Rusco Law. Rusco Law attorneys practice in California, New York, Texas, Colorado, and Wisconsin. For more information, please visit www.ruscolaw.com. For more information about business counseling services, please visit https://www.ruscolaw.com/practice-areas-and-services-offered. Rusco Law combines big-firm expertise with small-firm personal attention to give a limited set of clients unparalleled representation and service. We provide: • Complete litigation services, from pre-filing demands through Supreme Court appeals. Extensive experience in commercial, employment, tribal, and personal injury matters. • Sophisticated business counseling with an emphasis on start ups, including formation, risk management, internal governance, employment policy, regulatory advocacy, and trademark/trade secret/patent protection. • Detailed contract negotiation, review, and compliance monitoring, including major construction and service agreements. • Full-spectrum legal support for principals and their families, including passionate injury representation, including childcare and playground accidents.
"Reliable Texas counsel under tight deadline Mike was responsive, clear, and efficient from start to finish. Fair pricing, transparent communication, and he delivered exactly what was promised — well before the court deadline. His paralegal team made the filing process seamless, and I was kept informed throughout. Professional, no-nonsense, and easy to work with. Would absolutely engage him again. Highly recommended."
Anna C.
I am a business attorney focused on practical, efficient contract drafting, review, and negotiation for healthcare organizations and growth-stage and established businesses. My work includes commercial agreements such as NDAs, MSAs/SOWs, leases, vendor and services agreements, SaaS, and employment and severance agreements. I partner closely with clients to identify key legal and business risks, deliver clear, business-minded redlines with concise issue summaries, and keep transactions moving. Clients value my responsive turnaround, judgment, and ability to balance risk with commercial objectives.
"Excellent counsel. Thorough, clear, responsive. Couldn't have asked for more."
Valerie I.
Miami-based transactional attorney specializing in corporate governance, contract drafting and negotiation, intellectual property, family law, and other general counsel assistance.
"Valerie was professional, quick, and precise. Will reach out to her for any future matters. Thank you."
February 12, 2026
Chase L.
Chase D. Lambert, Esq. is a distinguished commercial business litigation attorney with a profound academic background and extensive experience in both transactional and litigation legal realms. A graduate of Kansas State University, Chase holds a Dual Major in Entrepreneurship and Finance, accompanied by a Minor in Economics, reflecting a multifaceted understanding of business dynamics and economic principles. Continuing his academic journey, Chase pursued his legal education at Pepperdine Law, where he further honed his expertise with an emphasis in Entrepreneurship through the prestigious Palmer Institute for Entrepreneurship in the Law. This specialized training equipped him with a nuanced understanding of legal intricacies within entrepreneurial ventures, empowering him to offer comprehensive legal solutions tailored to the unique needs of business clients. Throughout his career, Chase has demonstrated an unwavering commitment to excellence and client satisfaction. With a diverse clientele spanning across various industries, he has successfully navigated complex legal landscapes, adeptly handling a myriad of transactional and litigation matters with precision and efficacy. With a strategic mindset and a passion for advocating on behalf of businesses, Chase is dedicated to delivering unparalleled legal representation characterized by diligence, integrity, and a results-driven approach. His legal acumen, coupled with his understanding of business dynamics, renders him a formidable asset for clients seeking proficient legal counsel in commercial litigation matters. Beyond his professional endeavors, Chase remains actively engaged in the legal community, continuously seeking opportunities to stay abreast of emerging trends and advancements in commercial law. Committed to excellence in every aspect of his practice, he remains poised to provide comprehensive legal guidance and steadfast advocacy to businesses navigating the complexities of the legal landscape
March 1, 2026
Erica L.
I’m an experienced attorney offering practical, client-centered representation across contracts, estate planning (wills), and family law matters. I focus on clear communication, efficient strategy, and results that fit real life, not just the rulebook. Whether you need a straightforward document or steady advocacy through a difficult transition, I provide reliable guidance from start to finish.
March 5, 2026
Matthew R.
Matt Rubner is a Florida and Massachusetts licensed attorney. His practice focuses on estate planning, prenuptial and postnuptial agreements, and civil litigation, with an emphasis on providing clear, practical legal guidance tailored to each client’s specific circumstances. Matt works with individuals and families to create thoughtful estate plans that protect assets, avoid unnecessary probate complications, and ensure that a client’s wishes are clearly documented. His estate planning services commonly include revocable living trusts, wills, powers of attorney, healthcare directives, and guidance on properly funding trusts and coordinating beneficiary designations. He also regularly advises clients on prenuptial and postnuptial agreements. Matt approaches these matters with a practical and balanced perspective, helping couples create agreements that clearly define financial expectations while preserving fairness and transparency for both parties. In addition to his transactional work, Matt maintains an active litigation practice and represents clients in a variety of civil matters. His litigation experience gives him a strategic perspective when drafting agreements and estate plans, allowing him to anticipate potential disputes and structure documents in a way that reduces future conflict. Matt represents clients in both Florida and Massachusetts and frequently works with individuals who have assets, businesses, or family connections in multiple states. He focuses on making the legal process straightforward, efficient, and understandable so clients can make informed decisions with confidence.
Waldon M.
March 9, 2026
Waldon M.
Corporate Attorney | Certified Professional Coach | Consultant
April 8, 2026
Spencer J.
I provide the strategic legal guidance of an in-house general counsel without the full-time overhead. Whether you're launching a startup, scaling your digital business, or navigating complex privacy regulations, I'm here to help. With a practice concentrated in privacy law, digital marketing compliance, and small business operations, I help clients make informed decisions that protect their interests while supporting their growth objectives.
Gene R.
I help founders and business owners set up core contracts, deal documents, and ownership terms so they can form companies, close business sales, bring in partners, and launch products without expensive surprises later. I focus on LLC and corporation formations and operating/shareholder agreements, business sales, founder and partner arrangements (including buyouts and separations), commercial contracts (NDAs, MSAs, privacy policies), and IP/SaaS ownership and licensing tied to those deals. Clients describe me as “the antidote to Big Law inefficiency,” “a legal sniper,” and say I’ve “potentially saved hundreds of thousands” by catching gaps other lawyers missed. I do all my own work, explain options in plain English, and give clear scope and hour ranges before I start. Harvard Law (cum laude), MIT, former Wilson Sonsini attorney, and GC/VP Legal for media and tech companies and venture‑backed startups, with a 5.0 rating and repeat clients on this platform.
Nick G.
My name is Nick Gleason, and I’m an attorney licensed in California and a veteran of the United States Navy. While in law school, during my clerkship with Mob Entertainment, I worked under the General Counsel, drafting cease and desist letters, demand letters, and assignment and licensing agreements. I also worked with outside counsel on copyright infringement matters, helping to protect the interests of the company. Now in my professional practice, I continue to help clients like you protect your interests by offering affordable legal representation for all your contract and copyright needs. I can draft contracts, review proposed agreements for vulnerabilities, and negotiate terms on your behalf, as well as prepare effective cease and desist letters and demand letters tailored to your situation, including in copyright and DMCA-related matters. I will always be fair and transparent with my fees. I’d love to hear from you.
Employment Legal Questions and Answers
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
Confidential Information Agreement
Georgia
What are the key elements that should be included in a Confidential Information Release Agreement?
I am a business owner and I have recently hired a new employee who will have access to sensitive and confidential information. I want to ensure that this information remains protected, so I am in the process of drafting a Confidential Information Release Agreement. I am seeking guidance on the essential elements that should be included in this agreement to effectively safeguard my company's confidential information and prevent any potential misuse or unauthorized disclosure by the employee.
Randy M.
When you’re hiring an employee who will have access to sensitive business information, a well-drafted Confidential Information Release Agreement (often structured as a Non-Disclosure Agreement or NDA) is one of the strongest safeguards you can put in place. The enforceability of the agreement depends on how precisely it’s written, so each section should be thought through carefully. Definition of Confidential Information The agreement needs a definition that’s broad enough to cover your key assets but specific enough that a court will enforce it. A good approach is to use examples followed by a catch-all phrase. For example, you might list customer lists, financial records, pricing models, marketing plans, source code, prototypes, supplier agreements, and employee data, and then add a general clause covering “any other information, whether written, oral, or electronic, that is not generally known to the public and provides the company with a competitive advantage.” Many agreements also provide that information is confidential if it’s marked as such or if a reasonable person would recognize it as confidential under the circumstances. Employee Obligations The employee’s duties should be spelled out in plain terms. They must not disclose the information to anyone outside the company without written approval. They should only use the information as needed to perform their job and for the benefit of the company. They also need to take reasonable precautions to protect the information, such as safeguarding passwords, not discussing matters in public places, and securing documents just as they would their own personal records. Exclusions from Confidentiality An agreement that doesn’t carve out reasonable exclusions is more likely to be struck down. Standard exceptions include information that is already public, information the employee had before joining the company, information developed independently without relying on the company’s resources, information legitimately obtained from another source, and disclosures that are required by law or court order. If disclosure is legally required, the employee should be obligated to give the company prompt notice so it has a chance to intervene. Duration of Obligation The confidentiality period depends on the nature of the information. For trade secrets, the obligation should last as long as the information qualifies as a trade secret. For other sensitive but non-secret information, it’s common to set a post-employment period of two to five years. Courts tend to find these durations reasonable. Return or Destruction of Information When employment ends, the agreement should require the employee to return or destroy all materials containing confidential information, whether in paper or digital form. It’s also wise to require the employee to confirm in writing that they’ve returned or deleted all copies, including notes and stored electronic files. Remedies for Breach To protect your position in the event of a violation, include provisions for injunctive relief, damages, and attorney’s fees. Injunctive relief allows you to seek a court order stopping the misuse immediately, without waiting for a damages trial. Attorney’s fee provisions are enforceable in many jurisdictions and can deter breaches, though you’ll want to confirm enforceability under your state’s law. Whistleblower Immunity Notice Federal law requires that you include specific language from the Defend Trade Secrets Act of 2016. This notice protects employees from liability if they disclose a trade secret in confidence to a government official or attorney for the purpose of reporting or investigating suspected legal violations. If you leave this out, you lose the ability to seek exemplary damages or attorney’s fees in a federal trade secret case against that employee. General Provisions Rounding out the agreement with standard contract clauses improves enforceability. Common provisions include governing law (which state’s law applies), severability (invalidating one clause doesn’t void the entire agreement), no waiver (failure to enforce once doesn’t waive rights later), and entire agreement (confirming that the NDA overrides prior understandings about confidentiality). Get Professional Help Protecting Your Business Protecting confidential information is vital when hiring new employees, and the strength of your agreement depends on getting the details right. The business attorneys on Contracts Counsel are available to draft, review, and tailor your confidentiality agreement so it’s enforceable in your state and aligned with your company’s needs.
Employment
Termination Letter
Arizona
Can I dispute the termination mentioned in my termination letter?
I recently received a termination letter from my employer stating that I am being let go due to alleged poor performance, but I strongly believe that this decision is unjustified and unfair. Throughout my employment, I consistently met or exceeded performance expectations and received positive feedback from both colleagues and clients. I would like to know if I have any grounds to dispute this termination and potentially seek legal recourse to protect my rights and reputation.
Richard C.
You can reach out to the employer and contest the termination, citing what you’ve mentioned above. If discrimination is a possibility of why you were terminated, you may want to consider an EEOC complaint (note time is an important factor here). However, a demand letter may be the best first step to try and reach a satisfactory resolution for all parties.
Employment
Physician Employment Agreement
Connecticut
Physician employment agreement accounting treatment?
I am a physician who has been offered an employment agreement with a healthcare provider. I am looking to understand the accounting treatment of this agreement. I am interested in ensuring that the agreement is in compliance with all applicable accounting regulations and that I am properly compensated for my services.
Thomas L.
There are a number of issues in such agreements. You are probably an employee rather than a contractor of the provider.
Employment
Physician Employment Agreement
North Carolina
Key terms in physician employment agreements?
I am a physician who is considering a job opportunity at a hospital, and I am in the process of negotiating employment terms. I am interested in understanding the key terms that should be included in a physician employment agreement so that I can make the best decisions for my career.
N'kia N.
Generally, a physician employment agreement contains most of the same terms as any other employment agreement. However, some of the terms must be tailored to the role. Additionally, the agreement may contain terms that are specific to the physician role. Below are some key terms in physician employment agreements: License and Continuing Education - By law, to be a physician, an individual must obtain a professional license and then must earn continuing education credits to retain the license. Most physician employment agreements address these requirements, including such factors as whether the employer or the employee is responsible for the costs associated with compliance. Privacy and Confidentiality - Physicians have more privacy and confidentiality obligations than the typical employee. For example, a physician must comply with the Health Insurance Portability and Accountability Act ("HIPAA"). Physician employment agreements commonly address standards regarding patients' information, as well as the employers' proprietary information. Special Restrictions - Due to the nature of the physician role, employers might prohibit their physician employees from providing physician services elsewhere ("non-competition agreement"). Also, some might prohibit their physician employees from soliciting patients to receive physician services elsewhere ("non-solicitation agreement"). Special considerations - Further, as applicable, physician employment agreements will detail any special considerations for the role, such as stock options, relative value unit ("RVU") expectations, or volunteering, teaching, or scholarship requirements.
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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
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