Review and negotiation of offer letters and employment agreements, with attention to compensation, severance, termination terms, and ongoing obligations.
Practical guidance on leave, accommodations, return-to-work planning, and communications with your employer.
Review existing obligations and proposed terms before changing jobs, joining a competitor, or taking on an advisory role.
Plan notice, departure timing, final compensation, and post-employment obligations before you resign.
Review and negotiation of consulting agreements, including scope, payment, intellectual property, confidentiality, and termination terms.
Evaluate severance compensation, releases, equity, benefits, and continuing obligations before signing a separation agreement.
Understand noncompetes, nonsolicitation provisions, and confidentiality obligations before signing or making a career move.
Review bonus, commission, equity, and incentive-plan terms, including vesting, payment conditions, and the effect of separation.
Assess separation packages, retention arrangements, and compensation consequences when your position is eliminated or the organization reduces its workforce.
Evaluate changes to your role, reporting structure, responsibilities, or compensation while planning your response to a reorganization.
Draft, review, and update employee handbooks and workplace policies for Texas businesses.
Tailor noncompetition, nonsolicitation, and confidentiality agreements to the business, the employee’s role, and applicable law.
Practical guidance on employment-law compliance, workplace policies, classification, compensation, and risk management.
Advice on hiring, performance documentation, discipline, and separation decisions before significant employment actions.
Ongoing employment-law guidance for Texas business owners, managers, and HR professionals.
Help employers assess EEOC and TWC charges, preserve records, prepare responses, and evaluate administrative resolution options.
Counsel employers on leave requests, accommodations, return-to-work issues, and consistent documentation.
Plan employee departures, protect confidential information, and address post-employment obligations.
Respond to internal complaints, plan workplace investigations, and evaluate appropriate corrective steps.
