Phoenix Employment Attorneys & Lawyers

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Steven S.

Steven Stark

507 reviews
For over 30 years, Steven Stark has offered counsel to non-profit organizations and private companies. He has a passion for helping small businesses in particular since he himself started several businesses of his own in New York and Florida. He understands the importance of small businesses having a reliable attorney to advise them about legal matters from their inception.
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Joshua G.

Joshua Garber

282 reviews
Representing notable clients like Tesla and the City of Los Angeles, Josh Garber excels at helping clients with employment and labor laws. Many of his past clients have had great success using Josh for employment agreements and Division of Labor Standards Enforcement (DLSE) hearings. With his practical advice, he has even helped clients avoid going to court.
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Sue D.

Sue Dunbar

260 reviews
Go with Sue Dunbar if you want a big law firm experience with a small law firm cost. Sue's experience working at Robins Kaplan LLP and serving as special counsel to Senator Joseph Dunn has landed her big-name clients like BestBuy, Time Warner Cable, and Yahoo!. Currently, Ms. Dunbar specializes in knowledge about confidentiality and privacy laws regarding sensitive trade secrets.
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Kelli J.

Kelli Jones

5 reviews
I advise entrepreneurs on business formation, intellectual property, and contract issues. Work with many new online coaches and service providers on starting a business, t... read more
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Matthew W.

Matthew Winters

2 reviews
Matthew Winters is an attorney at law with experience in numerous business-related legal practice areas. He is licensed to practice law in Nevada and received a Juris Doctor degree after he graduated from the UNLV Boyd School of Law. Matthew often deals with legal cases that involve debt and bankruptcy, as well as tax law. He has been serving as a managing partner at Winters & Toop Law Group since October 2017.
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Sherry T.

Sherry Terrell-Webb

2 reviews
Sherry Terrell-Webb is a business lawyer with more than two decades of experience. She is licensed to practice law in Wisconsin. Sherry attended the Marquette University Law School, where she obtained her Juris Doctorate degree in law after graduation. Sherry is exceptionally experienced in dealing with legal matters that involves labor and employment law. She served as a corporate counselor at Lindengrove Inc. for over a decade.
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Michael O.

Michael Osty

2 reviews
Michael Osty is both a corporate attorney and a legal adviser. He is licensed to practice law in Illinois and has been serving corporate clients for more than two decades. Michael received his law degree from the John Marshall Law School. He primarily specializes in dealing with legal cases that involve commercial contracts. Michael has been serving as the director and legal advisor of Beijing Yunhan Longxing Science & Tech Company since October 2011.
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Cheryl M.

Cheryl Mitchell

2 reviews
Cheryl Mitchell is an attorney at law with more than two decades of experience. She is licensed to practice law in New York and obtained her J.D. degree in law from the Columbia University School of Law. Cheryl primarily specializes in labor and employment law. She is also skilled in dealing with legal matters that involve immigration law. Cheryl founded her own legal firm, the Mitchell Legal Group PLLC, in April 2015.
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Mark S.

Mark Stoutenburg

2 reviews
Mark represents businesses and individuals in a variety of legal matters and disputes. He has worked with individuals, small businesses and large corporations to achieve th... read more
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Jason G.

Jason Griffin

A graduate of Capital University Law School, Jason Griffin holds his Juris Doctor degree. He is also the founding partner of The Janus Law Group, focusing on real estate law, criminal law, and family law. Jason has a diverse range of experience, having worked for criminal defense attorneys, the City of Columbus Zoning Department, and as a legal aid intern.
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Legal Services Offered by Our On-Demand Phoenix Employment Attorneys

Our experienced Phoenix employment attorneys & lawyers can help guide you on how to proceed with various employee decisions such as reviewing employee documents such as contracts, agreements, policies, and handbooks, along with difficult decisions such as firing, lawsuits, claims, and complaints.

Although not every single employment contract will require legal assistance, many employment lawyers would recommend avoiding unilateral employment contracts that strongly benefit one side over the other. These types of employee contracts rarely hold up in court, yet having the funds needed to combat an issue in court can limit the employee’s options.

A confidentiality agreement and a non-compete agreement are common forms of employee contracts that one of our Phoenix employment attorneys can help customize for your business. If your business needs to fire an employee, proper measures should be taken from a business legal standpoint to ensure proper communication and a smooth transition of dismissing that employee. In any case, we suggest you connect with our employment attorneys to discuss your options.

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Related Articles


Employee Handbooks

  • 14 min read

Updated November 23, 2020:

What is an Employee Handbook

An employee handbook is a collection of a company's policies and rules of conduct.

A typical employee handbook focuses on policies to follow and lists out what employees cannot do. The employee handbook helps to protect the legal rights and responsibilities of the business, the business owner, and the employee. The employee's rights are sometimes left out of the employee handbook.

An employee handbook can also be used to give a new employee a great first impression of the company. The employee handbook can communicate the company culture and positive benefits as well as policies.

The employee handbook makes sure that each employee understands the expectations of the company. This understanding allows each person to work together as a cohesive team.

The employee handbook can help prevent miscommunication with the team. Typically, a new employe

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HIPAA Violation Fines

  • 2 min read

The Health Insurance Portability and Accountability Act (HIPAA) was enacted in 1996 to protect workers and their families by limiting new employers from excluding coverage for preexisting conditions, banning discrimination against employees and their dependent family members based on any preexisting conditions, and providing new rights to individuals who lose their coverage to enroll in a group health plan.

HIPAA also protects patients’ paper and electronically stored medical information through the Privacy Rule and the Security Rule, which were implemented by the U.S. Department of Health and Human Services (HHS).

HIPAA Violation Enforcement

The HHS, Office for Civil Rights (OCR) is the HIPAA enforcement agen

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Non-Compete Clause

  • 5 min read

Updated July 10, 2020:

Non-Compete Clause: What Is It?

A non-compete clause prohibits any employee from using the skills and knowledge used or gained at your workplace for a set period of time after their employment, either by working for a competitor or by recruiting business from current clients. It is written into an employee's contract when they sign on with your company or when they leave your company.

Many employers add non-compete clauses to employee contracts. These clauses protect businesses but a

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Authorized Shares

  • 4 min read

Updated November 10, 2020:

What are Authorized Shares?

Authorized shares are the number of stock shares a company may issue to investors or employees at the time they incorporate and stock shares that the company board of directors may issue later as specified in the Articles of Incorporation.

Why Is Getting the Number of Authorized Shares Right Important?

Authorized shares can be issued when a company asks for financing. They may also be issued as a benefit for key employees. Usually, the number of shares that are authorized is much more than what is actually needed. This is to allow the company to issue stocks in the future when needed (as employee perks o

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What is the Family and Medical Leave Act?

  • 2 min read

Enacted in 1993, the Family and Medical Leave Act (FMLA) requires certain employers to provide unpaid, job-protected leave for qualifying medical and family situations.

FMLA mandates that employees of all genders receive at least 12 weeks of unpaid, job-protected leave within 12 months of giving birth, adopting a child or becoming a foster parent. Employees affected by personal or family illnesses are also protected under FMLA.

Employees with immediate family affected by military service (e.g., called to active duty or injured in the line of duty) may take 12 to 26 weeks of unpaid, job-protected leave depending on the circumstances.

Employees may also receive FMLA leave leading up to a pregnancy if they suffer from a related “serious health conditi

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