Pasadena Business Litigation Attorney

The Legal Counsel & Representation You Deserve

The Law Offices of Paul P. Cheng & Associates is well-versed in representing individuals, institutions, and business organizations in business disputes and civic cases. Our Pasadena business lawyer has extensive experience representing these groups and individuals as defendants and plaintiffs in real estate, construction, business, and other civil litigation matters in Pasadena and surrounding areas.

Choose Paul P. Cheng & Associates for Business Law

Whether your case is a small dispute or a large and complex matter that involves multiple parties, our results prove that we are equipped for the job. With experience in more than 800 cases, our Pasadena business attorneys are prepared and willing to handle it all.

Ready to Assist with Your Legal Needs

The Law Offices of Paul P. Cheng & Associates knows civil litigation and understands the litigation process. We are equipped to walk you through the investigation, pleadings, discovery, pre-trial, trial, settlement, and appeal steps of your case.

When you come to our California business law firm, we will review all of your legal options and consider all of the possible results - both positive and negative. Our Pasadena civil litigation attorneys will offer you realistic counsel throughout the entire process. Allow our firm to walk with you through this journey.

Business Law FAQs in Pasadena

Understanding Non-Competition Agreements in California

Unlike many states, California has frowned upon non-competition agreements. California Business and Professions Code 16600 reflects that: “[E]very contract by which anyone is restrained from engaging in a lawful profession, trade or business of any kind is to that extent void.” Generally, the interest of employee mobility and career choice is favored over the employer’s interest in restraining competition. Therefore, many of these non-competition agreements are routinely invalidated. However, the Courts have enforced such agreements where the position of the employee is very high. For instance, the vice president of Nike more likely would be restrained from moving companies, for example like Reebok, compared to a low level Nike employee; like one that sells shoes at a store.

An employer cannot require their employee to sign a non competition agreement as a condition of employment. In addition, an employer who terminates an employee for refusing to sign such an agreement will be held liable for wrongful termination.

There is another issue to consider. Reasonable Non competition agreements that pertain to trade secrets can be enforced if they are necessary to protect such secrets. I always recommend the business-clients that want to use non competition agreements to limit it to trade secrets. Furthermore, I tell them that if the secrets are so important that they specifically list them out. If you think about it your employee will end up knowing about the secret anyway. It is better to list it out so that a Court can see that in advance of employment your employee knew what the secret was and decided, knowing the secret that they were going to work anyway. I hope this helps.

Strategies for Handling Threats of Legal Action from Employees

Many employers ask me this question all the time. When you fire an employee offer them 2 weeks worth of salary in exchange for their contractual promise not to sue you. Hence, they have exchanged all their rights to sue the employer for the 2 weeks salary. Most problem employees are short-sighted. They will be so happy with your money that they will easily give up their other rights. Then when they try to sue you, you can present the contract and the case, many times will end immediately. Problem solved. Good luck!

Explore Our Additional Business Law Resources

• 6 Steps to Protect Your Business
• Navigating Business Interruption Insurance Claims