Brentwood Law Group provides employment law counsel primarily to employers and businesses navigating the complex landscape of workplace regulations, employee agreements, and employment-related disputes.
Our employment practice is rooted in prevention. We help businesses build compliant employment frameworks — from offer letters and employment agreements to handbooks, non-compete clauses, and separation agreements — so that disputes are avoided or resolved from a position of strength when they arise.
Types of Matters We Handle
Frequently Asked Questions
Are non-compete agreements enforceable in Arizona?
Yes, but with limits. Arizona courts enforce non-compete agreements that are reasonable in scope, duration, and geographic area, and that protect a legitimate business interest such as trade secrets or customer relationships. Overly broad restrictions may be modified or struck down by the court. We draft non-competes that are enforceable and help clients evaluate or challenge existing ones.
What is the difference between an employee and an independent contractor?
The distinction depends on the degree of control the business exercises over how the work is performed. Misclassifying an employee as an independent contractor can result in liability for unpaid taxes, benefits, overtime, and penalties from the IRS and state agencies. We help businesses properly classify workers and structure contractor relationships to minimize risk.
What should a separation agreement include?
A well-drafted separation agreement should include the severance amount and payment terms, a general release of claims, confidentiality obligations, non-disparagement provisions, return of company property, and any continuing restrictive covenants. The agreement must also comply with specific requirements for releasing age discrimination claims under the Older Workers Benefit Protection Act. We draft separation agreements that protect the business while being legally enforceable.