Recent Answers to Georgia Law Questions

Randy M.

Answered Sep 14, 2025

The Americans with Disabilities Act (ADA) was written before the internet became central to commerce, so it doesn’t mention websites directly. Even so, the Department of Justice (DOJ) and many courts interpret Title III of the ADA, which requires “places of public accommodation” to be accessible, as applying to business websites. Courts don’t all agree on how far this extends. Some circuits require a nexus between a website and a physical location, meaning the site must be accessible if it’s tied to a store, restaurant, office, or other public-facing space. Other courts, and the DOJ itself, have taken a broader view that business websites must be accessible even without a physical counterpart. Because of this split, the safest position for any business is to treat its website as covered. The ADA applies regardless of business size. There’s no exemption for small businesses, but the statute includes the concept of “readily achievable” modifications. That means a business is expected to remove barriers that can be fixed without much difficulty or expense, but may not be required to implement changes that would be disproportionately burdensome given its resources. For example, adding alt text to product photos or fixing color contrast issues is generally readily achievable, while rebuilding a custom platform from scratch may not be. Since the ADA doesn’t contain technical rules for websites, the accepted benchmark is the Web Content Accessibility Guidelines (WCAG). Courts, regulators, and industry settlements typically point to WCAG 2.1 Level AA as the measure of accessibility. The guidelines cover requirements like screen reader compatibility, keyboard navigation, alternative text for images, captions for videos, and minimum color contrast ratios. The most practical first step is to audit your website. Free tools such as WAVE, axe, or Google Lighthouse will flag common accessibility issues. Automated testing alone isn’t enough, so include some manual checks like trying to navigate your site using only the keyboard or using a screen reader like NVDA or VoiceOver. These steps will help you see whether a visitor with visual or mobility impairments can realistically use your site. Once you identify problems, address them in order of impact. Adding descriptive alt text, ensuring sufficient color contrast, labeling form fields, and providing captions for video content are straightforward fixes that eliminate many of the most common barriers. For higher-risk businesses (those with physical locations open to the public, significant e-commerce, or work in regulated fields like healthcare) it’s wise to hire an accessibility consultant or developer experienced in WCAG compliance for a more thorough audit. Although making a “good faith” effort to improve accessibility isn’t a formal legal defense under Title III, it can reduce your practical risk. Regulators, courts, and plaintiffs’ attorneys often take into account whether a business has documented efforts to comply. Publishing an accessibility statement on your site, referencing WCAG standards, and providing contact information for reporting barriers signals that you’re committed to inclusion and gives customers a way to resolve issues without escalating to litigation. Accessibility lawsuits against small businesses have grown in recent years, particularly in states like California, New York, and Florida. Defending or settling such cases can be expensive. Even if your exposure seems limited, making your website accessible improves usability for all visitors and expands your customer base. Statutes and Regulations: • Americans with Disabilities Act, Title III: 42 U.S.C. § 12181 et seq. • ADA Title III Regulations: 28 C.F.R. Part 36 Government Guidance: • DOJ Guidance on Web Accessibility and the ADA: https://www.ada.gov/resources/web-guidance/ • DOJ Small Business Primer on ADA Compliance: https://www.ada.gov/resources/title-iii-primer/ Technical Standards: • WCAG 2.1 Guidelines: https://www.w3.org/TR/WCAG21/ • WCAG 2.2 Guidelines (2023 update): https://www.w3.org/TR/WCAG22/ Testing Tools: • WAVE Web Accessibility Evaluation Tool: https://wave.webaim.org/ • axe DevTools Accessibility Scanner: https://www.deque.com/axe/ • Google Lighthouse Accessibility Audit: https://developer.chrome.com/docs/lighthouse/overview/

Randy M.

Answered Sep 14, 2025

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.

Benjamin M.

Answered Sep 9, 2025

Yes, you can achieve this through an IP license agreement versus a sale of your IP rights. In your license you would want to protect against gray market product manufacturing and also have provisions on how to handle defective products and components during the manufacturing process. I am available for a free consultation if you would like.

Christopher N.

Answered Jun 20, 2025

The short answer to your question is (as always): it depends. Importantly, how are cause and without cause defined in your employment agreement? This is a very fact dependent question that relies on the agreement. I recommend you consult with a local employment attorney to answer those questions. Good luck.

Sara S.

Answered Jun 13, 2025

Hi, Your employee handbook may have the answer to this and is worth a review with a qualified attorney. Attorneys skilled in intellectual property may be able to give you more insight as well.

Dan P.

Answered Apr 28, 2025

Under general Contract Law, the pre-existing conditions of the property merge into the Deed at the time of conveyance pursuant to the Merger Doctrine. However, exceptions to this rule do exist, particularly under state statues requiring disclosures pertaining to the sale of real property. Consult with a qualified attorney in your state to discuss possible remedies.