Whether you sign the checks
or cash them.
Employment law for both sides of the relationship. Employers building compliant workplaces and employees protecting their rights — same precision, same transparent pricing.
Start Your IntakeEmployment Law for Both Sides
Employment law governs the relationship between employers and employees — from the moment a job is offered through termination and beyond. The rules are complex, vary by state, and apply differently depending on the size of the business, the industry, and the classification of the worker.
For employers, compliance failures are expensive. A misclassified worker can trigger back taxes, overtime liability, and penalties. An inadequate handbook can leave the company exposed to discrimination claims. A poorly drafted non-compete can be unenforceable when you need it most. Employment law for employers is about building the documentation and policies that prevent these problems before they arise. Employers building compliant workplaces often start with a regulatory compliance audit alongside their handbook and policy development. Every employment agreement should be reviewed by an attorney before it is signed by either party.
For employees, the power imbalance is real. Your employer has a legal department. You have a contract you were told to sign. Employment law for employees is about understanding what your rights are, what your agreement actually says, and what your options are when those rights are violated — whether that means negotiating a better severance, challenging a non-compete, or filing a discrimination claim.
What We Handle
Employment Agreements
Severance Review & Negotiation
Non-Compete Analysis
Non-Solicitation Agreements
Employee Handbooks
EEOC Response & Defense
Worker Classification (W-2 vs 1099)
Wrongful Termination
Discrimination Claims
Wage & Hour Disputes
Workplace Investigations
Termination Documentation
What You Receive
Review + Advisory Report or Demand Letter
For employers: drafted agreements, handbooks, policies, and advisory reports on classification, compliance, and risk. For employees: a written analysis of your agreement or situation, specific recommendations, and — where appropriate — a demand letter to your current or former employer.
Employer Package
Employment agreements, handbook drafting, EEOC response, worker classification memo, non-compete drafting, termination documentation — each scoped as a standalone engagement with transparent pricing.
Employee Advisory
Severance review, non-compete analysis, discrimination assessment, demand letter — with a written report explaining your rights, your risks, and your options in plain language.
How It Works
Tell us your situation
Whether you are an employer or an employee, describe the situation, the parties involved, and what outcome you are seeking. Upload any relevant agreements, correspondence, or documentation.
We scope the engagement
You receive a defined scope — what we will review or draft, the deliverable, the timeline, and the fee. Employer and employee engagements follow the same transparent pricing structure.
Attorney produces deliverable
Your attorney reviews documents, analyzes the legal landscape, and produces the work product — an advisory report, a drafted agreement, a handbook, or a demand letter.
Deliverable ships
You receive your work product with specific recommendations for next steps. A close-out letter confirms the engagement is complete.
Whether you sign the checks or cash them.
Start Your IntakeExperience
Brenden M. Moore's employment law practice includes physician and dental employment agreements, severance negotiations, worker classification advisory, and demand letters for employees facing non-compete enforcement or wrongful termination.
His engagement with a former Accenture employee is representative of the practice: the client faced a potential severance dispute involving restrictive covenants, performance documentation, and separation terms drafted entirely by the employer’s counsel. Brenden reviewed the full agreement, identified the provisions that were unenforceable or overreaching, and drafted a demand letter that changed the negotiating position. The entire engagement was scoped, quoted, and delivered at a transparent price — no hourly billing, no open-ended retainer.
Employment law is where the power imbalance is most visible. Whether you are the employer or the employee, you deserve to understand exactly what your agreement says and what it means.
EDUCATION
Northwestern University Pritzker School of Law, J.D.
LICENSED IN
Florida · Illinois · New Jersey
Common Questions
Clarity on where you stand — and what comes next.
One engagement. Your position clear, your rights protected. No obligation.
Start Your IntakeMost inquiries receive a response within one business day.