Serving executives in higher education, finance, media and industry throughout the United States. Admitted New York and Connecticut bars.

(203) 984-6265 (646) 861-2410

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Telephone: (203) 984-6265
or (646) 861-2410

Serving executives in higher education, finance, media and industry throughout the United States. Admitted New York and Connecticut bars.

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Services

Offer Letters and Employment Agreements
Executive Compensation Lawyer
Business Partnership Dispute Attorney
Tax-Related Employment Issues
Severance Agreement Lawyer
Employment Dispute Settlement
Executive Mediation and Arbitration Lawyer
Discrimination, Harassment and Other Workplace Investigations
Selected Other Matters and Litigation

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Serving executives in higher education, finance, media and industry throughout the United States. Admitted New York and Connecticut bars.

Phone: (203) 984-6265

Phone: (646) 861-2410

Latest Blog Posts

A Better Year Ahead for College and University Presidents
Holiday Law Book List
At Least 10 Reasons Why You Should (Almost Always) Negotiate Before You Litigate – PART II
At Least 10 Reasons Why You Should (Almost Always) Negotiate Before You Litigate — PART I
“Plan B”: A Key To the Successful Negotiation of Executive Employment Agreements

Recent Client Matters

We recently helped a growing technology company terminate a senior executive (and part owner) by pre-emptively commencing litigation for breach of the executive’s confidentiality obligations, then steering the matter into a mediation which resulted in a prompt buy-out of the executive’s position. This matter mirrored a case, several years ago, in which we represented an executive in the reverse situation and favorably settled his entitlements through mediation after we had commenced litigation.

George Birnbaum recently represented a senior executive in the negotiation of a substantial consulting agreement which had to be finely tuned, both to the particular industry and also to preserve the non-exclusive nature of the consultancy relationship. Among other points, we were able to persuade the company hiring our client that the company’s standard requirement that every consultant must obtain an extensive (and expensive) insurance package was largely unnecessary due to the nature of the particular services our client was to render.

Our lawyers recently assisted a literary agent in setting up his own agency while being careful not to violate any of the ongoing restrictions in his former employment agreement. We were successful in helping him take his own clients with him while remaining so faithful to the specifics of his pre-existing obligations that his former employer, after a few threatening letters, decided against litigation.

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