Well-drafted agreements prevent disputes before they start. We help small businesses, entrepreneurs, and employers structure relationships and transactions clearly, so every party knows exactly what they’ve agreed to.
Every agreement we draft is written with litigation in mind — because we’re the attorneys who handle the disputes when agreements fail.
Operating, partnership, and shareholder agreements — including buy-sell provisions, valuation methods, and deadlock-breaking terms.
Vendor, services, and supply agreements, plus NDAs and confidentiality agreements that protect your information and relationships.
Commercial leases and licensing agreements, reviewed for the terms that matter when circumstances change.
Offer letters, employee handbooks, independent contractor agreements, and severance agreements tailored to California law.
Share the draft and tell us what matters most to you — price, timeline, exit rights, or something else.
We identify the terms that could cost you later and explain them in plain English.
We mark up the agreement or negotiate directly with the other side, so you sign with confidence.
Yes — especially the indemnity, limitation-of-liability, termination, attorney’s fees, and dispute-resolution clauses. These terms decide who pays when something goes wrong. In California, a one-sided attorney’s fees clause is generally treated as running both ways (Civil Code § 1717), so it’s worth understanding exactly what you’re agreeing to.
Generally, no. Business and Professions Code § 16600 voids most non-compete agreements, and since 2024 California employers may not enter into or attempt to enforce them. The main exceptions apply to the sale of a business or the dissolution of, or departure from, a partnership or LLC (§§ 16601–16602.5).
Clear ownership and voting rules, capital contribution obligations, restrictions on transferring ownership, a buy-sell provision with a defined valuation method, and a mechanism to break deadlocks. Missing buy-sell and deadlock terms are among the most common causes of the owner disputes we handle.
At a minimum: a compliant offer letter, the Labor Code § 2810.5 wage notice for non-exempt employees, and written policies covering meal and rest breaks, overtime, and timekeeping. Getting these right at the start is far less costly than correcting them after a claim.
This page provides general information, not legal advice for any particular situation. Contact us to discuss your circumstances.
