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Growing your business or non-profit is an exciting time! But growth can also mean growing pains. And chances are you didn't become a serious entrepreneur because your passion was in human resources (unless your business is to provide HR services). Building the right team to grow your vision brings its own legal issues.

Learn More About Employment Law

Flat Fee Pricing:

All fees and services described on this site are for information purposes only and are subject to change at any time. Until we have both a signed Engagement Agreement and your initial payment, the Firm reserves the right to quote you a new or different fee for services based on the unique legal needs of your business.

Payment Plans
Payment Plans are available for an additional premium of 15%. All payment plans require a credit card authorization and are billed monthly. Payment plans are not available for rush delivery projects. Anticipated expenses are due with your first payment.
Employment Agreement: $1,150

Employee Handbook: $1,900

Employment Policies (i.e. Internet / Social Media Usage, Non-Discrimination, Progressive Discipline, etc.): $450 each

Independent Contractor Agreement: $1,175
Learn More About Hiring Independent Contractors
Non-Compete / Non-Disclosure / Proprietary Information Agreements: $750

Severance Agreements: $250

Work for Hire Agreement: $400

Traditional Hourly Rates

Where flat fees don't make sense, the Firm works on the traditional retainer basis. Unless otherwise noted, the Firm requires a replenishing retainer of $1,500/$750 for general business matters. The Firm bills at the hourly rate of $275 per hour for all attorney time and $125 per hour for all paralegal/law clerk time. The Firm bills in tenths of an hour increments. The Firm may from time to time require a larger replenishment in anticipation of significant work that the Firm reasonably believes cannot be covered by the standard retainer amount.

Additional Resources:

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  • Discover the difference between employees and independent contractors (and why it matters).
  • Learn the factors that must be considered before making someone an independent contractor.
  • Six (6) things that must be addressed in your independent contractor agreements.
  • Learn how to deal with those pesky tax forms.
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Growing your business or non-profit is an exciting time! But growth can also mean growing pains:
  • Is my new hire an employee or an independent contractor?
  • Can I hire an unpaid intern?
  • I don't have to pay overtime, do I? What about "comp" time?
  • What records should I be keeping? For how long?
  • How do I handle poor performance and other disciplinary issues?
  • Can I monitor what my employees do online or outside of work?
  • Can I drug test my employees? What about medical marijuana?
  • Can I fire_____?

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