Employment

including contracts, policies and strategic guidance
for employers, employees and independent contractors

Supporting Your Path to Workplace Harmony

Employment-related planning is a focused part of my practice. I assist both employers and employees with the drafting, review, and negotiation of workplace-related documents—including employment agreements, independent contractor agreements, confidentiality and restrictive covenants, and internal policies. Grounded in a transactional approach, my work centers on helping clients establish clear expectations, reduce risk, and support productive, long-term working relationships.

Employment Services

  • I assist employers with preparing well-structured employment agreements that define compensation, duties, termination provisions, and any applicable restrictive terms, all aligned with the business’s needs. I also work with employees to review proposed agreements, explain legal and practical implications, and provide guidance before signing—ensuring clarity, fairness, and informed decision-making.

  • Drafting of clear, enforceable independent contractor agreements to define project scope, payment structure, ownership of work product, and dispute terms. I help ensure the relationship is properly documented to avoid misclassification issues and provide contractors with agreements that clarify boundaries and expectations without unnecessary complexity.

  • I help employers address areas of legal exposure by both advising on risk-sensitive practices and drafting targeted policies that address issues like confidentiality, technology use, social media conduct, and outside communications. These policies are often prepared as standalone documents or addenda to existing employment or contractor agreements, providing clearer expectations and stronger protection against potential disputes or liability.

  • Drafting and review of non-disclosure, non-compete, and non-solicitation agreements tailored to Florida’s statutory standards and enforcement limitations. I help employers protect sensitive business information, while advising employees on the scope, enforceability, and risks of restrictive agreements. Services are available at the outset of employment or in connection with role transitions.

  • Creation and customization of employee handbooks and standalone workplace policies that outline key expectations, internal procedures, and workplace standards. Policies may include topics such as leave, discipline, remote work, conflict resolution, and anti-discrimination compliance. I help ensure the materials are consistent with your business structure and can evolve with your operations.

  • Preparation of commonly used employment forms and notices, including acknowledgment forms, disciplinary templates, contract amendments, and standardized internal disclosures. These materials help employers formalize interactions with staff, promote consistency in documentation, and reduce risk associated with verbal-only communication or inconsistent enforcement.

FAQs

  • The main difference lies in the degree of control and the structure of the relationship. An employee typically works under the business’s direction, uses company tools, follows set hours, and is subject to tax withholding and employment law protections. An independent contractor, by contrast, operates with more autonomy, may use their own equipment, and is responsible for their own taxes.

    Correct classification affects liability, tax obligations, and regulatory compliance, so it’s important to document the relationship clearly and avoid treating contractors like employees in practice.

  • Yes—Florida law does permit non-compete agreements, but they must meet specific requirements to be enforceable. The agreement must protect a legitimate business interest (such as trade secrets or client relationships), be reasonable in time, geography, and scope, and comply with Florida’s restrictive covenant statute.

    Enforceability can vary based on the employee’s role, industry, and whether the restrictions are narrowly tailored. I draft and review these agreements with those considerations in mind.

  • A well-structured handbook should include your company’s core policies, procedures, and expectations, such as:

    • Code of conduct

    • Attendance and time off policies

    • Disciplinary procedures

    • Anti-discrimination and harassment policies

    • Remote work and technology use

    • Complaint procedures and reporting channels

    It should also include an at-will employment disclaimer and employee acknowledgment form. I help tailor handbooks to reflect your actual practices while minimizing legal risk.

  • Florida is an at-will employment state, meaning an employer can terminate an employee at any time, with or without cause, as long as the reason isn’t discriminatory, retaliatory, or otherwise unlawful.

    Likewise, employees may leave a job at any time. However, written agreements, handbooks, or verbal promises can sometimes override pure at-will status.

    I help employers and employees understand where at-will rules apply and where additional terms might limit or clarify termination rights.