Employment Counseling
The firm advises employers on the agreements and policies that govern the working relationship before a dispute develops. The practice includes employment and executive agreements, contractor classification and documentation, confidentiality and restrictive covenants, handbooks, workplace policies, separation agreements, and releases.
The practice is preventive. The firm does not represent employers or employees in employment litigation, arbitration, or agency proceedings before the EEOC, the Texas Workforce Commission, or similar bodies. Those matters are referred to dedicated employment counsel.
Services
- Employment, executive, and offer documentation
- Independent contractor agreements and classification counsel
- Confidentiality, non-solicitation, and non-competition provisions under Texas standards
- Physician and practitioner non-compete counsel — drafting, review, and exit negotiation under Texas’s practitioner-specific statutory limits
- Handbooks and workplace policies, right-sized
- Separation agreements and releases
- Workforce documentation audits for growth-stage companies
Representative Experience
Developed employment documentation, contractor agreements, and commercial policies as part of complete legal infrastructures for growth-stage and technology companies.
Drafted executive agreements with compensation and equity components (see Executive Compensation & Equity Incentives).
Representative matters. Prior results do not guarantee a similar outcome.
Process
Workforce review
Who works for you, on what paper, with what exposure.
Documentation set
Agreements and policies drafted for your actual practices.
Rollout
Implementation sequencing, including for existing personnel.
Standing support
Classification questions, separations, and updates as law shifts.
FAQs
Are non-competes enforceable in Texas?
For most employees, yes, within the state’s reasonableness standard on time, geography, and scope, properly drafted and supported. Physicians, and since September 1, 2025, dentists, nurses, and physician assistants, face bright-line limits instead: a buyout capped at one year’s salary and wages, a one-year duration, and a five-mile radius, with the covenant void if a physician is discharged without good cause. Most failures are still a drafting problem, which the firm solves in advance.
Contractor or employee?
The tests look at control and economics, not the label on the agreement. Misclassification is expensive; the review is not.
Do you defend employment lawsuits?
No. Employment counseling here is preventive and transactional: agreements, policies, classification, and documentation. Employment litigation, arbitration, and agency proceedings are referred to dedicated employment counsel.