Peddling and Soliciting, Municipal Regulations These Issues Can be Complex. Is Your City Clear on these Points?

January 8, 2013 by  
Filed under Municipal Law Articles

(January 8, 2013):  As a general rule cities can regulate hawking, canvassing, peddling and soliciting within city limits. International Society for Krishna Consciousness, Inc. v. Lee, 505 U.S. 672, 112 S. Ct. 2711, 120 L. Ed. 2d 541 (1992) The public policy that allows cities to regulate peddlers or the solicitation of contributions is to prevent fraud upon the public and to protect privacy.  See Watchtower Bible and Tract Society of New York,Inc. v. Village of Stratton, 536 U.S. 150, 165 (2002). Most states will have statute (laws) that will provide a city with the authority to regulate peddlers or solicitors.  The regulation has to reasonably relate to the public policy to protect citizens, promote safety, prevent fraud, protect privacy, and other public concerns such as morals, welfare and convenience.  This regulation is balanced against equal protection, and the First Amendment.

The city regulation may include the requirement for peddlers or solicitors to register with the city government, apply for a license or permit and set fees to be paid before being allowed to sell or solicit within the city limits.    A city may deny or revoke a licensed based on the city’s investigation or other factors.  The city may regulate what hours a peddler may approach a private residence or work in city streets or public areas, for example from sunrise to sunset. Regulations may reasonably restrict hours that a peddler may approach private residences or work in city streets or public areas (for example, from sunrise to sunset). See Houston Chronicle Publ’g Co. v. City of League City, 488 F.3d 613 (5th Cir. 2007).  Additionally city regulations may restrict what city streets and public property vendors and solicitors may or may not use for their business, so long as there are adequate alternate places for solicitation.

However, a city may not completely prohibit peddlers from approaching private residences.  A city may compile a “no solicitations” list that residents may sign, and the city can give this list to potential peddlers. The peddlers and solicitors can be required to comply with “no solicitor” signs, and if they are licensed, they could have their license revoked if they fail to comply with “no solicitation” signs.

 The laws and factors concerning peddling and soliciting, and what can and cannot be done by cities, will vary from situation to situation and from state to state.  Whether you are a city that wishes to regulate peddlers or solicitors or a private individual or company that wants to engage is peddling or soliciting, it is recommended that you contact an attorney with experience in this area for proper advice.

Leonard Schneider, Esq,, has extensive experience representing Texas cities, towns and municipalities.  Should you have questions regarding this article, please call Leonard Schneider for a complimentary consultation.  You may contact us at: 1 (800) 475-1906.

What is Civil Fraud?

November 29, 2012 by  
Filed under Business & Transaction Articles

(November 29, 2012):  Civil fraud cases are complex and can have substantial effects on your business and on your personal assets.

Definition of Civil Fraud

Merriam-Webster defines fraud as:

a: deceit, trickery; specifically : intentional perversion of truth in order to induce another to part with something of value or to surrender a legal right

b : an act of deceiving or misrepresenting:

Civil Fraud Houston AttorneyFraud is founded upon a misrepresentation of past or present fact. Courts have defined fraud as trickery, deceit, intentional misrepresentation, concealment, or nondisclosure for the purpose of inducing another to part with something of value. It also includes false representation of a matter of fact by words or conduct or by the concealment of what should have been disclosed that deceives or is intended to deceive another so he shall act upon it to his legal injury. See In re E.P., 185 S.W.3d 908 (Tex. App. Austin 2006).

Elements of Civil Fraud

The elements or actions that are common to most legal definitions of fraud are:

  1. There was a material representation made that was false;
  2. The person who made the representation knew the representation was false or made it recklessly as a positive assertion without any knowledge of its truth;
  3. The person who made the representation intended to induce another to act upon the representation; and
  4. The person to whom the material representation was made actually and justifiably relied on the representation, which caused the injury. See Ernst & Young, L.L.P. v. Pac. Mut. Life Ins. Co., 51 S.W.3d 573, 577 (Tex. 2001)

However, courts have broadly defined the elements of civil fraud in various situations and there is no single definition that covers civil fraud entirely.  There are laws passed by the legislature that define fraud.  Courts of law have provided common law definitions of fraud. There are actions for negligent misrepresentation, a cause of action which is similar to fraud. Fraud by itself is not a fact but rather a conclusion that is reached after the facts of the relationship or transaction complained of have been reviewed.

The above comments on fraud are not inclusive and there are exceptions and other considerations to review to determine if civil fraud has occurred.  Whenever you feel you have suffered a legal wrong because someone has misrepresented a fact to you, it is recommended you take action and consult with an attorney to determine if you have a valid claim.

Experienced Houston AttorneyLeonard Schneider and other Liles Parker attorneys have extensive experience in business litigation, civil fraud matters, contract review and drafting. Call 1 (800) 475-1906 today for a free consultation.

Contract Basics – What is a Contract?

Contract Basics Introduction

Contract BasicsPeople unknowingly enter into contracts all the time – many more times than they may realize. As a business person, a homeowner, or even a recent graduate just renting an apartment, contracts are a part of our daily lives. Therefore, it is important to learn and understand some contract basics, so that you will be in a better position to make informed legal decisions. Whether at the office or at home, whenever you or your company agrees to take some action or make a payment in exchange for anything of value, a legal contract has been created. Some examples of contracts are bills of sale, employment agreements, the provision of utility services such as gas or electric, loans, credit card agreements and other common business transactions. All of these, and more, are legally enforceable contracts.

So, what is a contract?

A contract is a legally enforceable agreement between two or more parties that creates an obligation to do or not do particular things. A “party” can be an individual person, a company, or a corporation. In addition, for contracts to be enforceable,they must almost always contain the following essential elements:

-  The parties have to be competent to enter into a contract. For example, a mentally disabled person could not enter into a contract.  Also minors may enter into contracts, but can void them in many cases before they reach majority age.

-  There has to be a mutual agreement by all parties (i.e. all parties have a meeting of the minds on a specific subject). Each party either promises to perform an act that the party is not otherwise legally required to perform, or promises to abstain from performing an act that it is otherwise legally entitled to perform.

Does the Contract have to be in writing?

Requirements that a contract be in writing to be enforceable vary  from state to state. However, most contracts must be in writing if they involve: (i) the sale or transfer of real estate (for example, land or a house); (ii) the sale of goods valued at over $500 (for instance, a car or computer); and (iii) contracts that require more than a year to perform (i.e. a contract that takes more than 12 months to complete). This is known as the “Statute of Frauds”.

Contract Basics Conclusion

Contracts are important for both businesses and individuals alike. It is crucial that people understand the legal concerns of a contract before entering into it, because once you’ve signed, there is usually no going back. Knowing what a contract means, as well as what each individual provision means, might be the difference between having to pay for something you don’t want, or having to do something you didn’t expect to have to do.

Experienced Houston AttorneyLeonard Schneider is a partner in the Houston office of Liles Parker PLLC. Mr. Schneider focuses on representing businesses and individuals in contract matters, business transactions, intellectual property issues, and municipal issues. Mr. Schneider can be reached at 1-800-475-1906.

Liquidated Damages – Don’t Take a Bath When You Cancel a Contract

What Are Liquidated Damages?

Liquidated DamagesYour business may often enter into contracts for services, or a lease contract for machinery or for space. These contracts are usually for a certain term or length of time.  Halfway through the term, you decide that you are not receiving what you were promised when you initially entered into the contract.  Unfortunately, your complaints fall on deaf ears.  Finally you are fed up and cancel the contract.

Before canceling (or really, entering into) a contract, beware of any “liquidated damages” provisions that may apply.  You may be liable for damages for canceling the contract and your company could take a bath, or in other words suffer a serious monetary loss, because of a “liquidated damages” clause.

Leasing and service contracts often contain a liquidated damages clause that takes effect if you terminate the contract without what the other party considers a valid reason. Liquidated damages are a set amount of payment for damages to the other party for your action of terminating the contract before it ends.  Such a clause may state that you agree it is impracticable and difficult to determine the damages the other party will suffer if you terminate the lease or contract before it ends. The clause may also provide factors to determine the damages.  Factors may include expenses relating trying to lease the equipment or premises to another person, potential loss of income, and expenses incurred to provide the services to you or to provide services to another person.

Are Liquidated Damages Enforceable in Court?

If the monetary figure is too large, courts may rule the liquidated damage clause is simply punitive – a penalty provision – and therefore unenforceable.  Many times, you may be able to negotiate the figure down or eliminate the clause through negotiation before signing the contract. It is important, however, to carefully read each provision of a contract before entering into it.

As always, if you want to cancel a contract before it ends, consult with your attorney to determine your obligations, potential adverse effects and the best ways to end the contract.

Leonard Schneider and other Liles Parker attorneys have extensive experience in business litigation, contract review and drafting. Call 1 (800) 475-1906 today for a free consultation.

“What do you really owe when a debt collector calls?”

Know your rights in Debt Collection(March 6, 2012):  You receive a phone call in which a rude person on the other end starts demanding your name and information confirming you identity.  When you ask who the person is, you may get their first name and that they are a debt collector trying to collect a debt that you owe.  You are threatened with a lawsuit if you do not immediately agree to a payment plan.

Step back and take a deep breath.  Get the name and information from the caller. Debt collectors have to follow certain rules under the Federal Fair Debt Collection Practice Act.  In addition, many states may also have their own Debt Collection Act. You are entitled get the following information:

1. A copy of any correspondence that has been sent to you regarding the alleged debt;

2. Written proof of the alleged debt, age of the debt, amount of the debt and the name of the original creditor; and

3. Proof of any assignment of the alleged debt from the original creditor to the debt collector.

Experienced Houston AttorneyIt may be that while you incurred the debt, legally you do not owe the debt.  Every state has a “statute of limitations” which limits the amount of time the owner of a debt may file a lawsuit against you to collect.  For example, if the debt arose in Texas pursuant to a standard contract and it is more than 4 years old (starting from the date when the debt first became due), the owner of the debt can no longer collect the debt from you.  While your credit report will likely still reflect non-payment for up to 7 years, you do not have to pay the debt.  As always, if you get such a phone call or demand letter, consult with your attorney to determine your rights and obligations.

Leonard Schneider and other Liles Parker attorneys have extensive experience in business litigation, contract review and drafting. Call 1 (800) 475-1906 today for a free consultation.

“Beware of Small Print – It Can be Bad for Your Wallet”

February 6, 2012 by  
Filed under Business & Transaction Articles

(February 6, 2012): You consult with an attorney, do all the necessary due diligence, start a company or corporation, and finally begin doing business.  You execute many contracts for services or supplies, signing as the “president” or “manager’ of your corporation.  You assume that each contract is between the corporation and the service provider.

Later on, there is a dispute on whether or not the corporation owes for certain services or supplies.  You get a demand letter from an attorney.  You are unconcerned about the letter, however, because if the corporation is sued, you will have an attorney file an answer on behalf of the corporation.

You are then served with a lawsuit – not to the corporation – but to you, individually.  The lawsuit alleges that “you” agreed to pay any debts or past due amounts.

You ask “How can this be?”

Beware of the small print – it can be bad for your wallet.   Read the small print at the bottom of an account application or agreement with a service company, such as a print shop, or supply store, such as office supplies or production materials.  Many times the small print contains a provision that states something like: “The party signing this agreement acknowledges he/she will be individually liable on this account and that he/she has the full authority to act as agent for the party in whose name this order is placed.”

By signing the agreement, you have not only agreed that you had the authority to enter into the agreement on behalf of the corporation, but also that you would be individually liable for any debts or past due amounts.

So, if you are an officer, president, or manager of a corporation, always read the fine print before you sign a contract. Better yet, call your attorney and have him/her review the contract.  Many times the other party will agree to strike that provision, or the corporation can agree to indemnify you individually. As always, an ounce of prevention is worth a pound of cure.

Leonard Schneider and other Liles Parker attorneys have extensive experience in business litigation, contract review and drafting. Call Leonard  todat at: 1 (800) 475-1906 for a free consultation.

“There is a fiduciary duty here. It’s really inconceivable to us.”

February 3, 2012 by  
Filed under Business & Transaction Articles

(February 3, 2012): Many folks or businesses agree to manage another person’s interests, money or business.   When this happens there is a fiduciary duty that attaches to the person or entity managing the other person’s interests, money or business matters.

The acceptance of a fiduciary duty can occur, for example, by being a General Partner in a Limited Liability Partnership, a Finance Advisor to an individual, or by managing the funds, property or affairs of another.

When you handle the money or manage the assets of another person or entity, you assume a higher duty to that person or entity than is normal – this duty is called a “fiduciary duty”.  The basic definition of “fiduciary duty” is to put the interests of others you are representing or assisting above your own interests.  For example, you cannot steal or double-dip from the funds you are managing, grossly mismanage another’s assets or fail to keep adequate records.

However, many times the person or entity that takes on the management of another’s money, business or assets does not understand this fiduciary duty, becomes complacent or just doesn’t care about his duties.  Thus, as Henry Silverman, former CEO of Cendant Corporation, famously said when uncovering accounting improprieties of a business recently acquired by Cendant: There is a fiduciary duty here. It’s really inconceivable to us.”

What he was saying is that it was inconceivable that proper care was not used to manage the funds or affairs of others, even in spite of the fiduciary duty owed.  The failure to exercise proper care in handling the money and affairs of others can not only place you or your business in great danger of incurring civil liability, but also opens a serious threat of possible criminal charges against you.

So, if you are about to manage, oversee, or care for the money or assets of another,  be sure to call your attorney, explain what you want to do, determine if there is a fiduciary duty and what type of risk management control you need to have to make sure you do not violate that fiduciary duty.   As always, an ounce of prevention is worth a pound of cure.

Leonard Schneider and other Liles Parker attorneys have extensive experience in business litigation, contract review and drafting. Call 1 (800) 475-1906 today for a free consultation.

“A verbal contract isn’t worth the paper it is written on.”

November 21, 2011 by  
Filed under Business & Transaction Articles

(November 21, 2011) After twenty years of practicing law, I still receive many calls from folks who have had a deal gone bad, money taken, partnerships that defrauded them, et cetera; of course, the first thing I ask is what did the contract say?

The response I most often hear is, “there is no contract” or “we had a verbal agreement” or perhaps “we made some notes”.  As Sam Goldwyn, the noted Hollywood mogul observed: “A verbal contract isn’t worth the paper it is written on.

While after extensive litigation and attorney fees, I may be able to help the client without a contract by arguing in good faith there is evidence to assert there was an enforceable contract, it usually would have been a lot easier and less expensive to have had a written contract at the beginning.

Many times you hear “my word is my bond”, or “we can shake hands, that is the way it used to be done in the good old days”.  However, as I was told by a

professor at law school, a contract is not bad, or negative, or shows a lack of trust, it just is a written memorandum of what was agreed on at the beginning.  In other words, a written contract helps parties remember what they agreed to when they started to do business.  It helps the memory of the parties that do business together.

So, if you are about to embark on an expensive endeavor, or a project that may reap financial benefits, be sure to call your attorney, explain what you want to do, and have a contract written.  An ounce of prevention is worth a pound of cure.

Leonard Schneider and other Liles Parker attorneys have extensive experience in contract review and drafting. Call 1 (800) 475-1906 today for a free consultation.

City Contracts and Arbitration

September 6, 2011 by  
Filed under Municipal Law Articles

It is recommended that cities do not agree to arbitration, either voluntarily or by contract.  First, this may result in protections provided by state law from being applied on behalf of the city. Second, an arbitrator may not have experience in municipal law, and may apply equitable principles that would not apply in a court of law.

For instance, state law will often provide cities extra protection against damages and lawsuits, such as immunity from liability, which protects a city from judgment even if the legislature has agreed to allow it to be sued; alternatively, there may be immunity from suit which means a city cannot be sued unless it consents to be sued. Tex. Dep’t of  Transp. v. Jones, 8 S.W.3d 636, 638 (Tex.1999).  This is a general statement and many times an actual determination of privileges is fact-intensive.

However, in Texas, whenever a city contracts with a person or entity, then its immunity from suit is waived. See Texas Local Government Code Chapter 271.152. But damages are limited to factors such as the balance owed for services provided, possible increases for costs to perform as a result of city-caused delays; amounts for change orders authorized by the city, reasonable or necessary attorney fees and interest.  Consequential damages are often limited and exemplary damages are not allowed.  An arbitrator may not follow these limitations, whereas a court by law has to apply these limitations.

As always it is recommended that both a city or private party contracting with a city consult with an attorney regarding contracts and the provisions therein. For more information, please contact Leonard Schneider in our Houston office.

Physician Employment Agreements: What They Didn’t Teach You in Medical School.

June 12, 2011 by  
Filed under Health Law Articles

(June 9, 2011):

 “What usually comes first is the contract.”  Benjamin Disraeli.             (British Prime Minister and Novelist, 1804 — 1881).

After 20 years of practicing law I can say that most phone calls I receive from a potential client are after a contract has been signed. Unfortunately, today’s employment contracts involving high paid professionals, such as doctors, are several pages long with small print and certainly not written for easy reading or common sense applicability.  Contracts are certainly a pain to read.  However, one or two hours of legal advice before signing a contract can often save a doctor significant money, time and stress.  This is also true if an employer has violated its promises.

Many issues in employment litigation can be avoided by reviewing provisions that are common in most employment agreements for most professions.  There are also concerns and rules applicable only to doctors and that is why consultation with an attorney is always advised to protect your assets, income and career.

The purpose of this article is to address the primary “contractual” issues to consider prior to entering into an employment agreement.  To be clear, this article is not meant to cover possible Stark and / or Anti-Kickback considerations, both of which may require a separate analysis, depending on the facts presented.

The following 7 issues are discussed in this article:

1.         What are the length and terms of the employment? 

2.         What reasons are listed in the employment agreement for termination?

3.         Is there any language that addresses compensation, bonuses or liquidated damages?

4.         Review the Employment Agreement for noncompete and confidentiality clauses.

5.         What are the choice of law and location of enforcement of the agreement?

6.         What are the provisions as to mandatory mediation or arbitration?

7.         Always consult with an attorney before you decide to terminate your employment.

 1.         What are the length and terms of the employment?  In many states employees are considered at-will which means the employer can fire you for a good reason, bad reason or no reason at all.  There are exceptions but at-will employment definitely favors the employer.  Consequently, the contract should be examined to see whether or not the agreement states you are hired for a specific length of time or if it is silent as to length of term.

Even if the agreement states you are to be employed for three years it may also state that you agree that you may be terminated at-will.  An attorney can help you determine if a court will enforce the at-will provision.  Arguments can be made, depending on the agreement language, whether or not the at-will provision is enforceable.  This is a critical determination because if the at-will provision is enforced this may eliminate your right to any compensation that you have not been paid.

2.         What reasons are listed in the employment agreement for termination?  If the agreement is for a specific term, such as five years, and is not at-will then it needs to be determined if there are any provisions that outline how the employment may be terminated before the five year term expires.

Most employment agreements will have a termination for cause paragraph.  Causes for termination range from failure to follow employer polices to the commission of crimes involving moral turpitude (theft) or any felonies.  If you are terminated for cause and the employer can prove the cause, then normally your compensation is limited to what salary you have earned through date of termination and any bonus or incentive pay usually will not be paid.  If you are terminated without cause, then most state laws and courts will require that you be paid any compensation that has been earned including bonus or incentive pay.

It would be prudent to have an attorney review the employment agreement as many times courts or statutory law may have interpreted the language in the agreement regarding causes for termination.  This is important to you in your decision whether to sign the contract or to try to negotiate the language regarding reasons for termination.  Many times you can convince an employer to add additional provisions to protect you from termination for cause or without cause.  For example, you may have a provision added that if the employer terminates you without cause then you are entitled to a severance package tied to length of time employed.  Additionally you may have language added that you receive written notice from the employer regarding violations and you be allowed a reasonable time to cure any violations before you are terminated for cause.

3.         Is there any language that addresses compensation, bonuses or liquidated damagesThe employment agreement should be reviewed regarding compensation, billing practices, bonuses, and operating expenses.  Are there performance incentives?  Are you allowed to earn income for services you provide outside the Hospital facilities?  What type of insurance does the employer provide, whether liability or other? Is there mention of deferred compensation, stock options, or severance packages?

While the general rule for contract enforcement is that the court will look to the language in the contract to determine rights, there are many exceptions and courts will not always uphold compensation plans that give an employer the power to modify or eliminate compensation.

Review the compensation provision for tax consequences.  A severance package may be subject to special taxes if the severance payments constitute a “golden parachute” payment.  Additionally the IRS has and will make changes or restrictions on certain deferred compensation plans.  It is advisable to consult with a tax professional before signing to determine what tax consequences may be triggered by the compensation plan and if tax consequences can be avoided by redrafting the applicable contract language.

Additionally, beware of any liquidated damage clauses.  Many times, if you receive a bonus and agree to work for a certain number of years, an employer will put in a liquidated damages clause stating that if you quit without notice and/or without what the employer considers a valid reason you will owe the employer money.   This ostensibly is a set monetary number for payment of damages to the employer for your action of quitting.  The clause will state that you agree it is impracticable and difficult to determine the damages the employer will suffer if you quit and then provide factors to determine the damages.  Factors may include expenses relating to securing a replacement or temporary physician for coverage, credentialing and recruiting expenses and potential loss of scheduled services.  If the figure is too large, then many times courts will state the liquidated damage clause is a penalty provision and therefore unenforceable.  Many times you may be able to negotiate the figure down or eliminate the provision through negotiation before signing the employment agreement.

Also beware of any requirement of repayment of a bonus.  For example if you receive a $100,000 signing bonus and sign an employment agreement for 5 years, the employer may require that you pay the unamortized portion of the bonus if you terminate the agreement without cause.  Conversely, you may want to check for language that you keep the entire bonus if the employer terminates you without cause.

4.         Review the Employment Agreement for noncompete and confidentiality clausesA non-competition clause should be reasonable in time and scope and most states and courts have determined what is reasonable.   Important factors are the length of time restraining competition, the activity restrained, and the geographic area in which competition is restrained.  Many times this can be negotiated.

Confidentiality clauses should be reviewed as to enforceability and content.  Certainly there is information that is beneficial to the employer that is not known to competitors or easily ascertained by competitors and this is reasonably protected.  However, many times these clauses may be overreaching and can be renegotiated or clarified.

Additionally, many courts will enforce a common law duty of confidentiality against an employee.  This means some information is confidential by law, whether or not there is a confidentiality provision in the employment agreement.  It is prudent to have a general understanding of what information you can or cannot take or disseminate or use.  This is important to reduce the possibility of your former employer from filing a lawsuit to prohibit you from using certain information and to seek damages from you.

5.         What are the choice of law and location of enforcement of the agreement?   Most contracts will have a provision stating that the law of a particular state will govern the interpretation and enforcement of a contract.  There normally are provisions that provide that the venue (location) of a lawsuit is to be in a certain county, and in state or federal court.  This is important if you move from your former place of employment in California to Maine.  If there is litigation you may be forced to hire an attorney in California and litigate on your employer’s home turf.  Alternatively, if you remain in California, but the employer is national, the contract may state New York law governs and any litigation will be in New York.  Many times choice of law and venue clause can be negotiated and this can be important in terms of litigation expenses.

6.         What are the provisions as to mandatory mediation or arbitration? Mediation is normally a non-binding settlement conference whereby the employer and employee present their side of the case to an impartial trained mediator when are all present. Thereafter the parties are separated and the mediator goes between the parties to attempt to reach a settlement.  If a settlement is reached normally an agreement is signed and the signed agreement is enforceable in court.  If the parties do not reach a settlement they have the option to go to court or to arbitration.

Arbitration is a more formal process and incorporates many of the rules of formal litigation. Arbitration is usually binding, meaning that the arbitrator, after hearing formal presentations of evidence by both sides will make a written decision which is final absent some fraud or a significant erroneous application of law.  Basically, it is very hard to appeal or overturn an arbitration decision and the law favors finality of these arbitration decisions.  Arbitration should be less costly than litigation in a court and should be completed sooner than a court case.   Arbitration clauses or agreements may preempt an employee filing a discrimination case or wrongful termination case in court.  These clauses should be reviewed and pro’s and con’s weighed.  Many times these terms are negotiable.

7.        Always consult with an attorney before you decide to quit your employment.   The old saying is an ounce of prevention is worth a pound of cure.  As a doctor or health care professional you diagnose a patient’s symptoms or review test results, and then prescribe a plan of treatment and/or preventive measures.  The same reasoning applies to having an attorney review an employment agreement before you sign it. The same reasoning also applies if you want to terminate an employment agreement.  It is true that knowledge is power and without careful consideration, your plans or actions may cause legal headaches. There are many fair strategies you may take to protect your compensation and resources when you consider terminating your employment.

 Just as important is to realize that this article is not intended to be specific legal advice or to be acted upon as legal advice. This article is an overview of general areas of contract law and issues faced by employees. If you have any legal question(s), please contact an attorney.

This article was written by Leonard Schneider.  Mr. Schneider is a partner in Liles Parker and primarily works out of the Firm’s Houston, Texas office.  Jennifer Papapanagiotou assisted in this article and is of Counsel and also at the Houston office. The firm focuses on health care, health care audits, business contracts and acquisitions, and other general corporate and business litigation matters.  They can be contacted at lschneider@lilesparker.com or jpapa@lilesparker.com .  Should you need assistance with an employment contract, give us a call.  Both Mr. Schneider and Ms. Papapanahiutou can be reached at: 1 (800) 475-1906.

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