Aug 20, 2018 · Mike’s a former employer-side guy that, in my estimation, is breaking away from the crowded pack of employee-rights attorneys. Not only is his EEO game tight, but I consider him a go-to for wage and hour. An attorney of the highest integrity, Mike is also a great sounding board for case strategy.
Sep 04, 2013 · If you were acting on behalf of your former employer, you typically cannot be sued individually. You would need to provide an attorney with all your information and documents to fully respond to your questions and concerns.
Sep 14, 2013 · I am being sued by a former employer for a non disclosure contract. It is not a valid complaint. can I countersue? The lawsuit accuses me of criminal behavior, theft of company information and stealing company secrets. ... Get an attorney to respond to the complaint and then have that attorney look more closely at this other conduct.
Jan 14, 2011 ·
The first thing you should do when you receive the suit papers is review them carefully with an experienced business lawyer. Attorney Braden Perry...
A variety of business insurance policies exist to cover companies in the event of a lawsuit. Ted Devine, CEO of online small business insurance age...
When you receive a lawsuit, you are issued a deadline to submit a written response to it, typically within 30 days, although this may vary from sta...
If your company has a lawyer on retainer or your insurance carrier is providing an attorney, you won't need to take this extra step to find someone...
The litigation process can be long and stressful, but here are a few pieces of advice to follow throughout the case and beyond.Don't try to cover a...
Paragraph 23 in the Plaintiff’s Complaint: Employer sent a letter to employee requesting return of company property, certification he/she has retained nothing, and assurances of compliance with post-employment restrictive covenants. Employee never responded.
However, if you try to move your top customer that was developed from a lead the company gave you, you’re waving a red flag in front of the bull. Non-solicitation agreements are viewed under the same framework as non-compete agreements, so reasonableness is the key to enforcement.
Alyson Brown represents employers and executives in all facets of the employment relationship. Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization, Ms. Brown has tried cases in state and federal courts throughout Texas and in other states. She represents clients in a broad range of industries, including health care, banking, energy, high-tech, retail, manufacturing, hospitality, and nonprofit organizations. She can be reached at [email protected].
While someone is still employed, they have a duty of loyalty to act in the best interest of their employer. The fiduciary obligation means that employees (both at-will and contractual) cannot solicit company clients or other employees prior to departure. This obligation not to solicit may extend post-departure if an employee has a contract with a customer or an employee non-solicitation provision.
Forrester Research predicts that millennials will hold 12-15 jobs in their lifetime. Job transitions often lead to litigation with a former employer. Executives must be aware of the most common claims that employers bring against departing employees.
Third, non-compete agreements can be enforced in Texas if they meet the statutory requirements. Ten years ago, it was relatively easy to avoid enforcement of a non-compete. In recent years, however, Texas courts have reviewed non-compete agreements more favorably.
The fiduciary obligation means that employees (both at-will and contractual) cannot solicit company clients or other employees prior to departure. This obligation not to solicit may extend post-departure if an employee has a contract with a customer or an employee non-solicitation provision.
You will need to get an attorney to file an Answer to the Complaint or otherwise respond. If you do not timely respond, a default and subsequent default judgment could be entered against you. You would not have a viable claim for defamation if it is only based on the fact that your former employer sued you. If the plaintiff has defamed you outside of litigation, then you could file a cross-complaint. Your...
Statements made in pleadings are privileged. Statement made about a litigation to third persons are not privileged. In your situation where the plaintiff is threatening to not do business with one of your customers is not privileged. It may be intentional interference with a prospective economic advantage. Get an attorney to respond to the complaint and then have that attorney look more closely at this other conduct.
If you have insurance, you should submit the lawsuit to your insurance company and they will provide an attorney free of charge. If you do not have an attorney, you should contact one as soon as possible. Report Abuse. Report Abuse.
If the insurance company does not provide legal counsel, you should identify, interview, and engage a litigation attorney.
If you do not have insurance, then you should not have been on the road at all. You will have to hire a personal injury attorney; they usually advertise on TV, billboards, lavatory walls, buses, and any structure or medium possible. Of course, you will have to pay up front. so, it is always best to have auto insurance.
If you did not have insurance then you need to hire an attorney that handles civil matters to determine what is the best approach to take. Report Abuse.
If you have auto insurance put them on notice and they will hire an attorney to defend you. If not you need a lawyer that practices in the area of civil defense.