FREQUENTLY ASKED QUESTIONS
Do I need an employment agreement if I already gave someone an offer letter?
Yes. Offer letters outline general terms, but employment agreements include critical legal protections—like IP assignment, non-compete terms, and at-will language.
What’s the difference between an employee and a contractor?
Employees are subject to more control and legal protections (like benefits and tax withholding). Misclassifying contractors can result in fines and back pay. We help you classify correctly based on your team structure and jurisdictions.
Can you help with independent contractor agreements?
Yes. We draft clear, compliant contractor agreements that protect your IP, define scope, and reduce misclassification risk, especially in startup or gig-economy models.
Do I need to update our policies if we hire in multiple states?
Absolutely. Employment laws vary by state, including wage rules, PTO, and leave laws. We help you stay compliant as you scale your team nationally.
What is at-will employment, and do I need to say it in my contracts?
At-will means either party can end the employment relationship at any time. To protect your company, it should be stated clearly in offer letters and handbooks.
What policies should a startup have in place by its first 5 hires?
We recommend having a basic employee handbook, IP assignment agreements, at-will clauses, harassment and discrimination policies, and time-off policies by that stage.
What should we include in our employee handbook?
Core policies like code of conduct, at-will language, PTO, leave, harassment, cybersecurity, and device use. We customize handbooks based on your size and risk profile.
Can you help with compensation plans, equity, and bonuses?
Yes. We structure executive compensation, incentive equity plans, and bonus terms that align with both employment and investor expectations.
How should we handle termination legally and respectfully?
We help you create compliant termination processes, review severance packages, and minimize risk around wrongful termination claims, while preserving professionalism.
What if we have an employee conflict or potential claim?
We offer early-stage dispute resolution support, legal strategy, and documentation guidance—often preventing small issues from escalating into litigation.
Can I reuse employment agreements or templates I found online?
Generic contracts rarely reflect your state's laws or your company’s structure. We review or redraft them to ensure legal validity and alignment with your operations.
Can we give equity to contractors or advisors instead of cash?
Yes, but it must be structured carefully to comply with tax and securities laws. We guide clients through compliant equity compensation models for non-employees.
Do we need DEI, harassment, or cybersecurity policies in place?
Yes, especially if you have external funding, federal contracts, or a growing team. We provide ready-to-implement policies or customize based on your company values.
Can you help with due diligence if we’re getting acquired or raising a round?
Absolutely. We prepare employment-related documentation, review compliance risks, and help you present a clean HR/legal profile to investors or acquirers.
What’s a restrictive covenant, and should we include one?
Restrictive covenants include non-competes, non-solicits, and confidentiality terms. We help you use them appropriately and enforceably based on your state’s laws.
